**Exhibit 10.8**

 

 

#### **COLLECTIVE BARGAINING**

 

#### **AGREEMENT**

 

**between**

 

#### **INTERNATIONAL EXTRUSION CORPORATION/TEXAS**

 

**and**

 

**TEAMSTERS, LOCAL 19, AIRLINE, AEROSPACE ANDALLIED EMPLOYEES AFFILIATED WITH THEINTERNATIONAL BROTHERHOOD OF TEAMSTERS**

 

# **Effective**

**March 27, 2006 through March 22, 2009**

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**TABLE OFCONTENTS**
|          | ** ** | **ARTICLE  NUMBER** | ** ** | **DESCRIPTION**                       | ** ** | **PAGE   NUMBER** |
|----------|------------|---------------------|------------|---------------------------------------|------------|-------------------|
|     |       |                |       | Preamble                              |       | 1                 |
| ARTICLE  |       | 1                   |       | Recognition and Scope                 |       | 1                 |
| ARTICLE  |       | 2                   |       | Management Rights                     |       | 2                 |
| ARTICLE  |       | 3                   |       | Union Security                        |       | 3                 |
| ARTICLE  |       | 4                   |       | Union Representation                  |       | 5                 |
| ARTICLE  |       | 5                   |       | Classifications and Departments       |       | 6                 |
| ARTICLE  |       | 6                   |       | Hours of Service                      |       | 8                 |
| ARTICLE  |       | 7                   |       | Overtime                              |       | 10                |
| ARTICLE  |       | 8                   |       | Shift Assignments                     |       | 13                |
| ARTICLE  |       | 9                   |       | Seniority                             |       | 14                |
| ARTICLE  |       | 10                  |       | Seniority Lists                       |       | 16                |
| ARTICLE  |       | 11                  |       | Vacancies                             |       | 16                |
| ARTICLE  |       | 12                  |       | Layoffs, Reductions and Recalls       |       | 18                |
| ARTICLE  |       | 13                  |       | Grievance Procedure                   |       | 20                |
| ARTICLE  |       | 14                  |       | Arbitration Procedure                 |       | 23                |
| ARTICLE  |       | 15                  |       | Holidays                              |       | 24                |
| ARTICLE  |       | 16                  |       | Vacations                             |       | 26                |
| ARTICLE  |       | 17                  |       | Sick Pay                              |       | 28                |
| ARTICLE  |       | 18                  |       | Leave of Absence                      |       | 29                |
| ARTICLE  |       | 19                  |       | Bereavement Pay                       |       | 31                |
| ARTICLE  |       | 20                  |       | Jury Duty Pay                         |       | 31                |
| ARTICLE  |       | 21                  |       | Military Leave                        |       | 32                |
| ARTICLE  |       | 22                  |       | Medical and Other Insurance           |       | 32                |
| ARTICLE  |       | 23                  |       | Wage Rules                            |       | 33                |
| ARTICLE  |       | 24                  |       | Safety and Health                     |       | 35                |
| ARTICLE  |       | 25                  |       | No Strike - No Lockout                |       | 38                |
| ARTICLE  |       | 26                  |       | Maintenance of Standards              |       | 38                |
| ARTICLE  |       | 27                  |       | Savings Clause                        |       | 39                |
| ARTICLE  |       | 28                  |       | General and Miscellaneous             |       | 39                |
| ARTICLE  |       | 29                  |       | Sole and Entire Agreement             |       | 43                |
| ARTICLE  |       | 30                  |       | Duration and Termination              |       | 43                |
|     |       |                |       |                                  |       |              |
| APPENDIX |       | A                   |       | IEC/T Line of Progression             |       | 45                |
| APPENDIX |       | B                   |       | Monthly Employee Insurance Deductions |       | 46                |
| APPENDIX |       | C                   |       | General Absentee Policy               |       | 47                |
|     |       |                |       |                                  |       |              |
| APPENDIX |       | l                   |       | Hourly Wage Schedule                  |       | 49                |

 

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| APPENDIX |   | 2      |   | Tie & Die and Maintenance Departments |   | 51 |
|----------|--------|--------|--------|-------------------------------------------|--------|----|
| APPENDIX |   | 3      |   | Implementation of General Wage Increase   |   | 52 |
|     |   |   |   | General Work Rules and Regulations        |   | 53 |

 

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**PREAMBLE**

Agreement is made and entered into this 27th day of March, 2006, by and betweenInternational Extrusion Corporation-Texas (hereafter referred to as the “Company”)and Teamster Local 19, Airline, Aerospace and Allied Employees, Affiliated withthe International Brotherhood of Teamsters, (hereafter referred to as the “Union”).

It is agreed between the parties signatory hereto,that the above mentioned Union is, and shall remain, as long as this Agreementis in force, the sole and exclusive Bargaining Representative for all personsworking for the Company.  Employeesworking as guards, office workers, salesmen and supervisory personnel areexcepted, as defined by the Labor-Management Relations Act of 1947, as amended.

##### ***ARTICLE 1***

###### **RECOGNITION AND SCOPE**

| **SECTION A.** | Pursuant to the  National Labor Relations Board Certification in case no. 16-RC-9293, the  Company hereby recognizes the Union as the sole and exclusive Collective  Bargaining Agent for all employees described in Article 5 of this Agreement  employed by the Company.                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                               |
|----------------|------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|
| ** **     |                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                     |
| **SECTION B.** | This Agreement shall  supersede all previous agreements by and between the Company and the Union or  any other organization, or individual with respect to the classifications of  employees listed in Article 5 of this Agreement and shall constitute the sole  agreement between the Company and the Union.                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                           |
| ** **     |                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                     |
| **SECTION C.** | Any alteration or  modification of this Agreement must be made by and between duly authorized representatives  of the parties hereto and must be in writing.                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                             |
| ** **     |                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                     |
| **SECTION D.** | The Company’s operating  regulations, basic rules of conduct affecting the employees and employee  responsibilities, as revised from time to time shall be published and  provided to the employees covered by this Agreement and the Union will be  given a copy of all such rules, responsibilities and regulations.  Employees will be governed by such  reasonable rules, responsibilities and regulations and other orders issued by  properly designated authorities of the Company which are not in conflict with  this Agreement.  The Union shall be  provided with a copy of all new rules, regulations, responsibilities, and  revisions thereto at least fifteen (15) days prior to their  implementation.  The Union shall be  entitled to challenge the reasonableness of such rules, regulations and  responsibilities in accordance with the provisions of the grievance and  arbitration procedure. |
| ** **     |                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                     |
| **SECTION E.** | Neither the company nor  the Union shall discriminate against any employees because of such employees’  race, color, creed, religion, sex, national origin, age (to the extent  prohibited by the Age Discrimination in Employment Act only), or disability  (as prohibited by the Americans with Disabilities Act and the Texas Commission  on Human Rights).                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                      |
| ** **     |                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                     |
| **SECTION F.** | Whenever the words  “employee” or “employees” are used in this Agreement, they designate only  such employees as are covers by                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                       |

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| ** ** | this Agreement.   Whenever in this Agreement employees or jobs are referred to in the  male gender, it shall be recognized as referring to both male and female. |
|------------|-----------------------------------------------------------------------------------------------------------------------------------------------------------------------|

##### ***ARTICLE 2***

###### **MANAGEMENT RIGHTS**

| **SECTION A.** | The Company  expressly retains complete and exclusive rights, powers and authority to  manage its operations and direct its employees except as the terms of this  Agreement specifically limit said rights, powers and authority.  These retained rights, powers and authority  include, but are not limited to, the right to determine the methods of  producing, selling, marketing, financing and advertising products and  services; to determine the prices of products and services; to determine  methods, processes, standards, means, schedules and volume of production,  operation, fabrication, repair, distribution; to determine product lines and  types and distribution of work within the locations, and the methods,  processes, services, equipment and materials to be utilized; to establish,  continue or discontinue processes, functions, operations and services and/or  their performance by employees of the Company; to determine employees’  starting and quitting times and the number of hours per day and per week  operations shall be carried on and any employee shall work; to determine the  existence, amount or lack of work; to make and enforce reasonable rules for  the maintenance of discipline, efficiency, security or safety; to hire,  promote, demote, transfer, layoff, recall and terminate employees; to assign  and to reassign employees to duties, shifts and hours of work; to discharge,  suspend or otherwise discipline employees; to set, enforce and change  production standards and methods of production to ensure quality control and  the proper and efficient use of the working force and equipment. |
|----------------|---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

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**ARTICLE3**

###### **UNION SECURITY**

| SECTION A.     | **Subject to the provisions of  the labor management Relations Act 1947, as amended, it shall be a condition  of employment hereunder that all employees covered by this Agreement who are  members of the Union in good standing on the date of execution of this  Agreement who are members of the Union in good standing on the date of  execution of this Agreement and all employees covered b this Agreement who  became members of the Union in good standing subsequent to the execution date  of this Agreement shall remain members in good standing through the term of  this Agreement.** |
|----------------|-------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|
|           |                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                  |
| **SECTION B.** | Not withstanding  anything to the contrary therein, Section A shall no be applicable if all or  any part thereof shall be in conflict with applicable law; provided however,  that if all or any part of Section A becomes permissible by virtue of a  change in applicable law, whether by legislative or judicial action, the  provisions of Section A held valid shall immediately apply.                                                                                                                                                                                                          |
| ** **     |                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                  |
| **SECTION C.** | During the life  of this Agreement the Employer shall deduct initiation fees and regular dues  from the paychecks of employees who individually and voluntarily authorize  such deductions in writing on the Check Off Authorization form provided by  the Union for such deductions.                                                                                                                                                                                                                                                                                                                 |
|                |                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                       |  |

***CHECK OFF AUTHORIZATION***

To:  Any employer under contract with Local 19 of theInternational Brotherhood of Teamsters:

You are hereby authorized and directed todeduct from my wages, commencing with the next payroll period, an amountequivalent to dues and initiation fees as shall be certified by theSecretary/Treasurer of Local 19 and remit same to said Secretary/Treasurer.

Thisauthorization and assignment is voluntarily and in consideration for the costof representation and collective bargaining and is not contingent upon my presentor future membership in the Union.  Thisauthorization and assignment shall be irrevocable for a period of one (1) yearfrom the date of execution or until the termination date of the agreementbetween the Employer and Local 19, whichever occurs sooner, and from year toyear thereafter, unless not less than thirty (30) days and not more than forty-five (45) days prior to the end of any subsequent yearly period I give theEmployer and Union written notice of revocation bearing my signature thereto.

TheSecretary/Treasurer of Local 19 is authorized to deposit this authorizationwith any Employer under contract with Local 19 and is further authorized totransfer this authorization to any other Employer under contract with Local 19in event I should change employment.

Date                       Signature

Theinitiation fees and dues amounts authorized in conformance with this Sectionshall be in consideration for the cost of representation and

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collective bargaining and is not contingent upon present or futuremembership in the Union.  Suchauthorizations shall be binding on the employees for the duration of thisAgreement unless the authorization is revoked in accordance with the provisionof the Taft Hartley Act of 1947, as amended. No deductions shall be discontinued until the Employer has verifiedthrough the Union that the employee’s request for revocation is timely andproper.  The Union shall certify inwriting a list of its new members, together with signed authorization cards andan itemized list of such initiation fees and dues to be deducted from suchmember’s paychecks.

Duesdeductions shall be made from the second paycheck of each month and allinitiation fees and dues withheld will be paid over to the proper officers ofthe Union within ten (10) days thereafter. The following information will be reported and transmitted with themonthly check off: employee’s social security number, full name, dues rate,rate of pay and status of employment.
| **SECTION D.** | The Union agrees that it shall indemnify the Company  and hold the Company harmless from any and all claims which may be made by  the employee against the Company by virtue of the wrongful application or  misapplication of any of the terms of this Article.                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                             |
|----------------|----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|
| ** **     |                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                         |
| **SECTION E.** | The Union agrees  that written notice shall be given to the company at least thirty (30) days  before the Company is required to remove such employee from his employment by  reason of his failure to maintain his membership in good standing in the  Union in accordance with Section A. of this Article.                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                 |
| ** **     |                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                         |
| **SECTION F.** | The Company will  make available to the Union lists of new hires, terminations, layoffs, or  recalls of employees covered by this Agreement.  Such lists will be prepared weekly and will  show the name, hire date, termination date, layoff date and recall date of  such employees who were hired, terminated, laid off and recalled during the  week for which the list is prepared.   At the end of each month, the Company will proved the Union with a  complete written list of names of all Bargaining Unit Employees including  their Social Security number, classification, shift, department, and rate of  pay.  Upon request, the Company will  provide the Union with a current mailing list of all plant employees.  The list provided for in this Section will  be mailed to the Local 19 Union office. |
| ** **     |                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                         |
| **SECTION G.** | It shall be the  responsibility of any employee who is a member of the Union and is not on a  dues deduction program to keep his membership current by direct payment of  monthly dues to the Union.                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                         |
| ** **     |                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                         |
| **SECTION H.** | Should a  deduction be missed, or in the event an insufficient amount is deducted, it  is the employee’s responsibility to make the proper adjustment with the  Union.                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                  |
| ** **     |                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                         |
| **SECTION I.** | Each employee  must contact the Union to obtain a withdrawal card from the Union when  leaving the job for any of the following reasons:                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                     |
|                |                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                              |  |

Leaves of Absence

Layoff

Military duty

Retiring

Resigning

Unpaid Sick Leave

Suspension

Shouldthe employee fail to contact the Union to obtain and turn in a withdrawal cardinto the Union he or she will be held responsible for making payments of misseddues deductions to the Union.

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##### ***ARTICLE 4***

**UNIONREPRESENTATION**
| **SECTION A.** | The Company  agrees to admit to its facilities the officially designated representatives  of the Union to transact business as is necessary for the administration of  this Agreement.  Such Union  Representatives agree to make their presence known to the Plant Manager, or  his designee, upon arrival at the Company facility.                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                               |
|----------------|-----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|
| ** **     |                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                    |
| **SECTION B.** | The Union shall  select business representatives and shall notify the Company of their  appointment or removal.  The Company  shall notify the Union of the appropriate Company representative hereunder.                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                          |
| ** **     |                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                    |
| **SECTION C.** | The Union shall  elect or appoint Shop Steward (s), Chief Steward (s) and alternate Steward  (s) as required by the Union, to conduct the Union business and shall notify  the Company in writing within seven (7) calendar days of the election,  appointment or removal of such Stewards.                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                             |
| ** **     |                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                    |
| **SECTION D.** | When it becomes  necessary for a Shop Steward and/or any involved employee to engage in Union  business, including the investigation and/or processing of a potential  grievance, such Steward and/or involved employee will be permitted reasonable  time to conduct such Union business provided the Steward and/or employee  involved, notifies his respective supervisor prior to engaging in such Union  Business.  Any Shop Steward who, as a  result of conducting Union business, enters another Department, will notify  the Supervisors in charge of his presence.   All time spent during regular working hours excluding break and lunch  periods by a Shop Steward and/or other involved employee conducting Union  Business in accordance with this Section shall be on Company time without  loss of pay and shall be considered time worked for all purposes. |
| ** **     |                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                    |
| **SECTION E.** | Upon forty-eight  (48) hours notification by the Union Business Representative, the Company  will grant to any employee unpaid time off to perform Union Business off the  Company property.  Such time off the  property shall not be for the purpose of engaging in a concerted activity  against the company and the Union agrees to cooperate with the Company to  avoid any negative impact on Company production as a result of the use of  this Section.                                                                                                                                                                                                                                                                                                                                                                                                                    |
| ** **     |                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                    |
| **SECTION F.** | Any employee who  is questioned by any Company Representative where disciplinary action could  result, will be permitted to obtain a Shop Steward to represent him during  such discussion.  The Company will  advise the employee of the nature of any such discussion prior to the  commencement of such discussion.                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                             |
| ** **     |                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                    |
| **SECTION G.** | The Chief Shop  Steward and Alternate Chief Steward will at all times be assigned to the  shift and days off requested by the Union.                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                    |
| ** **     |                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                    |
| **SECTION H.** | No employee  covered by this Agreement will be interfered with, restrained, coerced,  harassed or discriminated against by the Union, by the company, or by their  officers or agents, because of membership or non-membership in or lawful  activity of the Union.                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                     |

##### ***ARTICLE 5***

**CLASSIFICATIONSAND DEPARTMENTS**
| **SECTION A.** | All employees  currently covered by this Agreement shall be recognized as being in a  classification and department listed in this Agreement.                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                         |
|----------------|-----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|
| ** **     |                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                  |
| **SECTION B.** | If the Company  establishes a new job classification within the bargaining unit during the  term of this Agreement, the Company shall initially set the rate of pay for  such new job classification.  The  Company will notify the Union of any new classifications.  If the Union is not satisfied with the rate  of pay established by the Company, it shall have the right within ten (10)  days after the establishment of such new classification to file a grievance  pursuant to Article 13 of this Agreement.   If the grievance proceeds to arbitration, the Arbitrator shall have  jurisdiction to determine only whether or not the rate of pay established for  such new job classification bears a fair relationship to the other rates of  pay set forth in this Agreement, and if not, what rate of pay would bear such  relationship. |

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| **SECTION C.** | The filling of  temporary and permanent job vacancies in any classification and department  will be accomplished in accordance with Article 11.  The filling of shift vacancies within a  classification and department will be accomplished in accordance with Article  8. |
|----------------|----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

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| **SECTION D.** | The current job  classifications covered by this Agreement are as follows: |
|----------------|----------------------------------------------------------------------------|

CrewLeader

JourneymanMaintenance Mechanic

JourneymanMaintenance (Certified)

MasterMaintenance Technician

JourneymanDie Repair

JourneymanDie Repair “A”

MasterDie Repair Technician

QualityAssurance Technician

AnodizingWelder

PressOperator

Painter

LabTechnician

CraneOperator

WaterTreatment Operator

DieHeader

DieRepair Trainee

SawOperator

Shipping/ReceivingClerk

MaintenanceB/Helper

LiftTruck Operator

Fabricator

HeadStretcher

AssistantPainter

DieRunner

TicketWriter

Janitor

MaterialHandler
| **SECTION E.** | The current  departments to which employees in the classifications listed in Section D may  be assigned are as follows: |
|----------------|-------------------------------------------------------------------------------------------------------------------------|

1.                         Anodizingand Water Treatment Department

2.                         ExtrusionDepartment

3.                         PaintingDepartment

4.                         PackingDepartment

5.                         ToolingDepartment

6.                         MaintenanceDepartment

7.                         Shipping andReceiving Department

8.                         FabricationDepartment

9.                         Fill andDebridge

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**ARTICLE 6**

**HOURSOF SERVICE**

**SECTIONA.**A regular shift shall consist of either:

1.       Eight (8) consecutive hours eitherinclusive or exclusive of meal period as described in Section H of this Articleand inclusive of two (2) ten (10) minute paid rest breaks or:

2.       Ten (10) consecutive hours eitherinclusive or exclusive of a meal period as described in Section H of thisArticle and inclusive of two (2) ten (10) minute paid rest breaks.

3.       Authorized hours worked shall be paid tothe nearest quarter hour.

**SECTIONB.**A regular work week shall consist of either:

1.       Five (5) consecutive work days, Mondaythought Friday for those employees whose regular shift consists of eight (8)consecutive hours or:

2.       Four (4) consecutive work days, Mondaythrough Friday for those employees whose regular shift consists of ten (10)consecutive hours.

3.       The employees work week commences at theconclusion of his regularly scheduled days off.

**SECTIONC.**

1.The first shift shall start no earlier than 5:00 a.m. and no later than 8:00a.m.

2.The second shift shall start no earlier than 1:00 p.m. and no later than 4:00p.m.

3.The third shift shall start no earlier than 9:00 p.m. and no later than 11:00p.m.

**SECTIOND.**
|                | 1. Provided they  are available at the regular starting time, employees ordered to work for  whom no work is provided shall receive a minimum of four (4) hours pay.  However, if the employee, with approval,  elects to leave prior to the completion of the assigned work, he shall only  be paid for the actual time worked.                                                                                                                                                                                                                                                                                                                                       |
|----------------|-----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|
| ** **     |                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                        |
| ** **     | 2. In carrying  out the above, employees shall be considered as having been scheduled to work  if the Supervisor, Plant Manager, or the person in charge of the operation  fails to notify such employees not to report by the end of the shift on the  previous work day.                                                                                                                                                                                                                                                                                                                                                                                                  |
| ** **     |                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                        |
| ** **     | 3. There will be  no obligation for the Company to pay the minimum referred to in this Article  in the event of storms, floods, fire, equipment or utility failures, shortage  of materials, bomb threats or any other similar occurrences.                                                                                                                                                                                                                                                                                                                                                                                                                                 |
| ** **     |                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                        |
| **SECTION E.** | The Company may  at any time institute, discontinue or reinstate in any Department a four (4)  day work week with ten (10) consecutive hours of work per day in accordance  with Section A and B of this Article.   The union or employee will be given a two (2) week notice prior to  implementation.                                                                                                                                                                                                                                                                                                                                                                |
| ** **     |                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                        |
| **SECTION F.** | There will be no  more than one (1) starting time per classification and department on each  shift without joint agreement between the Union and the Company.  The Company may, however, change a shift  starting time for all employees in a particular classification and  department, writing the limitations and parameters set forth in this Article  when operational requirements necessitate such change, provided the effected  employees are given written notice of the change as soon as the Company is  aware of the operational requirements necessitating such change and at least  fifteen (15) hours prior to the beginning of the new starting time. |
|                |                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                             |  |

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| **SECTION G.** | No employee will  be scheduled by the Company to work more than one (1) shift during the same  work week.  This provision shall not be  interpreted to prohibit an employee from voluntarily working overtime on a  shift other than his own.                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                   |
|----------------|--------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|
| ** **     |                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                 |
| **SECTION H.** | All employees  will receive either a fifteen (15) minute paid meal period or a thirty (30)  minute unpaid meal period approximately at the midpoint of their shift.  In addition, all employees will receive a  ten (10) minute paid rest period between their regular starting time and the  beginning of their lunch period as well as a ten (10) minute paid rest period  at the mid-point between the regularly scheduled completion time of their  lunch period and their regular quitting time.   The Company will advise each employee, shift and/or department as to  which schedule is applicable to that employee, shift and /or department.  The Company may, however, change the  schedule provided the Union and the effected employees are given three (3)  calendar days written notice of the change. |
| ** **     |                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                 |
| **SECTION I.** | It is understood  and agreed that as an economic necessity in unusual or emergency  circumstances, the Company may establish shift starting times outside the  parameters of Section C of this Article.   It is agreed that the effected employees will be given written notice  of the change as soon as the Company is aware of the circumstances  necessitating such change and at least fifteen (15) hours prior to the  beginning of the new starting time.                                                                                                                                                                                                                                                                                                                                                                |
| ** **     |                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                 |
| **SECTION J.** | The Company will  not hire or utilize any part time employees unless mutually agreed to between  the Company and the Union.                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                          |
| ** **     |                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                 |
| **SECTION K.** | If the Company  reduces the normally scheduled work week or the normally scheduled work day  for more than two (2) weeks duration (excluding provisions in Section D) in a  sixty (60) day period, the Company shall be compelled to lay off those  employees with the least seniority in order to insure a five (5) day work  week for the remaining employees.  The  Company will give the Union and employees at least three (3) calendar days  notice of such reduction.                                                                                                                                                                                                                                                                                                                                                    |

 

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**ARTICLE 7**

**OVERTIME**

**SECTION A.  **One and onehalf (1 1⁄2) times the hourly rate of pay shall be paid as follows:

1.                    Foremployees working a work week consisting of five (5) consecutive eight (8) hourdays.

a.                    All timeworked in excess of eight (8) hours a day.

b.                   All timeworked on a Saturday if employee has worked in each of the five (5) days of thework week (four (4) hour daily minimum).

c.                    All hoursworked in excess of forty (40) regular hours in the work week if the employeehas not worked in each of the five (5) days of the work week.

2.                    Foremployees working a work week consisting of four (4) consecutive ten (10) hourdays.

a.                    All timeworked in excess of the (10) hours in a day.

b.                   The firstten (10) hours worked on the employees first regularly scheduled day off ifemployee has worked in each of the four (4) days of the week (five (5) hoursdaily minimum).

c.                    All hoursworked in excess of forty (40) regular hours in the work week if employee hasnot worked in each of the four (4) days of the work week.

**SECTION B.  **Double thehourly rate of pay shall be paid as follows:

1.  Foremployees working a work week consisting of five (5) consecutive eight (8) hourdays.

a.                    All timeworked on Sunday.

2.  Foremployees working a work week consisting of four (4) consecutive ten (10) hourdays.

b.                   All timeworked on Sunday.

**SECTION C.  **Thefollowing are general provisions for both Sections A and B of this Article:

1.  Employeesassigned to the second and third shifts, if any, for the proceeding Fridayand/or Saturday shall complete such shift(s) on Saturday and/or Sunday morningat a rate applicable for the proceeding Friday and/or Saturday.  Saturday and Sunday overtime premium pay willbe waived in the event the Company adopts a seven-day work schedule for theplant or a portion thereof.

2.  Ifan employee has not worked a minimum of four (4) hours in each of the days ofhis scheduled work week, hours worked on Saturday will be counted toward theaccumulation of forty (40) straight time hours worked during the work week.

3.  Inno event shall hours used in computing overtime eligibility or paying overtimebe pyramided or duplicated.

4.  Hourspaid but not worked will be counted in determining overtime eligibility.

**SECTION D.  **For overtimepurposes, a day is defined as the twenty-four (24) hour period beginning withthe starting time of the employees regular work shift.

**SECTION E.  **The Companywill give employees as much notice as possible of overtime opportunities.  Any employee required to work mandatoryovertime during the regular week must be notified by his lunch period on thatday (except as provided in Section J). When an employee is required to work mandatory overtime on a Saturday,he must be notified no later than the end of his regular shift onThursday.  For other than mandatoryovertime, the company may at any time request that an employee worked overtimeduring the regular week or on Saturday or Sunday.  When so requested, the employee, at hisoption, may accept

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or decline the offered work.

**SECTION F.  **Whereapplicable, shift differentials and all other premiums shall be included in thehourly rate of pay for overtime purposes. For purposes of computing overtime pay, paid sick leave, holidays,bereavement leave, vacation, jury service and any other time paid for by theCompany or the Union shall be credited as hour worked.

**SECTION G.  **Employeesworking overtime either on a regular work day or on a regular day off will begranted lunch and break periods on the same basis as during their regular workshift.

**SECTION H.  **When anemployee is offered overtime work either before or after his regular shift onhis regular work day, he will be guaranteed at least two (2) hours of workunless otherwise agreed to between the supervisor and the employee.

**SECTION I.  **When anemployee is offered overtime work on a regularly scheduled day off, he will beguaranteed a half shift of work unless otherwise agreed to between thesupervisor and the employee.

**SECTION J.  **Whenovertime becomes known after the time periods specified in Section E and isnecessitated by unknown circumstances of production, lateness or absentee andthere are an insufficient number of qualified volunteers, the overtime willbecome mandatory hours and the overtime will be assigned in reverse order amongthe qualified employees currently on shift in the classification and departmentinvolved.

Noemployee will be required to work mandatory overtime in excess of four (4)hours for scheduled overtime or two (2) hours for unknown overtime on anyregular work day or twenty (20) hours during any regular work week.

Anemployee will be excused from working mandatory overtime when such requirementwould create a verifiable personal or family hardship.

**SECTION K.  **ShouldSaturday and Sunday mandatory overtime be required for more than two (2)weekends in a row, the Sunday of the third (3rd) week willbe treated as voluntary overtime.  In theevent of a production emergency or equipment breakdown requiring mandatoryovertime on that third (3rd) Sunday,the Company will notify the Union as to the necessity of having to waive thevoluntary overtime stipulation.  The nextSaturday and Sunday will be treated as voluntary overtime.

**SECTION L.**

1.  Thereshall be established an overtime list of all employees, by classification, anddepartment assigned on their respective shift. The employee in each department with the most seniority in hisclassification being number one on the list, followed thereafter by all theemployees assigned on the shift in the order of seniority.  After the original list is established, newhire employees, and employees transferring from another classification ordepartment shall be charged with one more overtime opportunity than that of thehighest employee on the respective list.

2.  Startingwith the number one employee on the list, each employee will be given theopportunity to work overtime in rotation on their respective shifts, in theirrespective classifications and departments, provided it shall not be necessaryto offer overtime opportunities to employees on vacation, sick leave, juryduty, bereavement leave, leave of absence, or suspension.

3.  Overtimelists shall be maintained and charges made to the employees in overtimeopportunities as a need for overtime arises; the employees with the fewestamounts of opportunities shall be afforded the overtime opportunity in theirrespective “charged” position on the respective overtime list.  In the event an employee declines overtimeoffers, he shall be charged with having had his opportunity to work overtime.  This will include employees on a leave ofabsence, on sick leave, vacation, bereavement leave, suspension or on juryduty.

4.  Ifan employee who is at work and is eligible to work overtime does not receivehis overtime work opportunity as entitled by rotation and is thus “bypassed”,the employee shall be given the next available overtime equal to the hours hewould have worked had he not been bypassed. The Company’s liability is

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limitedto the employee bypassed.  The companyshall not be required to call employees in order to offer overtimeopportunities.  However, all overtimeopportunities, which the Company elects to offer the employees by telephone,will be witnessed and initialed by the appropriate Shop Steward or the ChiefSteward so they may be recorded as worker or declined.

5.  Allovertime lists will remain posted on the Departmental Bulletin Board and willbe updated daily (if applicable) in ink.

6.  Aspecific employee working on an assigned job during his regularly scheduledwork may continue working on such job on overtime at the end of his shift forthe purposes of completing the job.  Insuch case, the Company shall not be obligated to offer the overtime work inrotation order provided such job is completed within two (2) hours after theemployee’s regular quitting time.  Suchemployee will be charged with an overtime opportunity.

7.  Maintenanceemployees will be assigned overtime on the basis of the area in which they aregenerally assigned.  For example,maintenance employees normally assigned to the Anodizing area shall beconsidered for the overtime work for maintenance in that area.

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**ARTICLE 8**

**SHIFT ASSIGNMENTS**

**SECTION A.**                            Twiceeach year, in December and June, between the first and fifth, the Company willpost a list of all available shift assignments within each classification anddepartment.  The list will remain postedon the bulletin board for a period of not less than twenty (20) calendardays.  Each employee will without delayselect the shift desired in his classification and department.  Such selection is to be made by the employeewith the greater seniority first, then the next most senior, etc.  The Company will post the new shiftassignments by the 1st of the following month, (January and July), tobe effective the 2nd Monday thereafter.

**SECTION B.**                            Anemployee who fails to make his shift selection in turn, as provided in SectionA of this Article, will be bypassed and will be subsequently assigned to theshift he chooses form the selections that remain available at the time that henotifies the Company that he is ready to make his selection.  If an employee is absent during this time hewill be assigned to the shift of his previous selection subject to hisseniority.

**SECTION C.**                            Inthe event an employee anticipates that he will be absent during the shiftbidding period, he may supply his Supervisor and his Shop Steward with awritten listing of his shift preference. As such employee’s opportunity for this selection arises, he will beawarded the most preferred shift among those he has listed which remainavailable at the time.  The shiftassignments will be effective no later than the 1st day of the calendar month following the shiftselection unless mutual agreement is reached between the Company and the Unionto extend the period.

**SECTION D.**                           Noemployee who changes shift in accordance with this Article will suffer any lossof regular straight time pay as a result of such shift change.  The Company will also provide such employeewith his regular consecutive days off and any overtime due in accordance withArticle 7 during transition from one shift to another.

**SECTION E.**                             Thepreceding Sections of this Article will not apply to Crew Leaders and employeesof the Maintenance and Tool and Die Departments.  The Company will however consider requestsfor shift changes among these groups and will try and accommodate theemployees.

**SECTION F.**                             Irrespectiveof the provisions contained in this Article, it is understood and agreed thatnewly hired employees may be assigned to any shift as determined by the Companyduring the first sixty (60) days of their employment for purposes of trainingand orientation.

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**ARTICLE 9**

**SENIORITY**

**SECTION A.****                           **Employeesshall be placed on the seniority list only upon completion of the probationaryperiod, at which time the seniority shall date from their most recent date ofemployment as a full time employee into a position that falls within the scopeof the Bargaining Unit.

**SECTION B.**                            Allnewly hired employees will be in a probationary status for a period of sixty(60) calendar days provided they are hired into or promoted into jobs in Grades6, 5 and 4 (as listed in Appendix 1). Employees hired into or promoted into jobs in Grades 3, 2, 1 and GradesA and X shall be in probationary status for a period of ninety (90) days.  All probationary periods of time shall becumulative in the event of layoff or termination and subsequent recall orrehire.  Only those days wherein theemployee has been on the active working payroll of the Company shall be deemedas part of the probationary period, employees do not acquire but do accrueseniority and do not have access to the Grievance procedure in the event ofdischarge or discipline.

**SECTION C.**                            Anemployee shall lose his seniority and his name shall be removed from all senioritylists upon his retirement, resignation or discharge for just cause.  An employee will be considered to haveresigned if he so notified the Company or if any of the following conditionsexist:

1.                      Hefails to return from an approved leave of absence.

2.                      Heis on layoff and/or leave of absence for a continuous period of one (1) year.

3.                      Heis absent from work for three (3) consecutive work days without notifying theCompany of the reason for his absence.

4.                      Hefails while on layoff, upon notice from the Company that he is beingindefinitely recalled to report to the company for work within five (5)calendar days of receipt of the recall notice or he fails to notify the Companywithin forty-eight (48) hours of receipt of the recall notice that he intendsto report to work within the aforementioned five (5) day period unless grantedan extension of time as provided in Article 12, Section G.

**SECTION D.**                            Whenmore than one (1) employee has the same seniority date, the senior employeeshall be the employee with the lowest payroll number.

**SECTION E.****                            **Anyemployee of the company who holds seniority in the Bargaining Unit and whosubsequently accepts a transfer to a position not covered by this Agreementshall have his name removed from all Bargaining Unit seniority lists on thesixtieth (60th) calendarday following his transfer to such position not covered by this Agreement.  During such sixty (60) day grace period suchtransferring employee will accrue all seniority held in the Bargaining Unit andmay return to the Bargaining Unit for any reason.  However, any employee who returns to theBargaining Unit during the aforementioned sixty

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(60) day period and subsequently accepts another transfer to the sameor any other position not covered by this Agreement will have his name removedfrom all Bargaining Unit seniority lists on the first (1st) day of such subsequenttransfer and he may not thereafter return to the Bargaining Unit except as anew hire employee.  There will be notemporary assignments to non Bargaining Unit positions except by mutualagreement between the Company and the Union.

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**ARTICLE 10**

**SENIORITY LISTS**

**SECTION A.**                            TheCompany shall prepare and post two (2) seniority lists.  One such list will be referred to as theBargaining Unit Seniority List and it will list all Bargaining Unit employeesin the order of their most recent date of hire with the Company in a positioncovered by this Agreement regardless of what classification or department areassigned to.  The second seniority lostwill be referred to as the Classification Seniority List and it will list allBargaining Unit employees by classification and department as described inArticle 5, in the order of their most recent date of hire with the Company in aposition covered by the Agreement.

**SECTION B.**                            TheCompany will post current seniority lists during the months of January and Julyof each year. Prior to the posting of any seniority lists, copies of such listswill first be supplied to the Local Union Business Representative.

**SECTION C.**                            Allseniority lists shall be final and binding if not justifiable protest is madein writing to the Company within thirty (30) days following the posting andsubmission to the Union.

**ARTICLE 11**

**VACANCIES**

**SECTION A.**                            TheCompany will post all job openings and vacancies when they arise on appropriatebulletin boards next to each employee time clock.  The vacancy will be posted by jobclassification and shift and will set for the job duties and requirements.  Such postings will remain on the bulletinboards for not less tan seven (7) calendar days.  In the event an employee anticipates that hewill be absent during the bid procedure, he may supply his supervisor and hisShop Steward with a written bid. Vacancies and openings will be filled based on the criteria set forth inSection B herein.  When such positionsare filled, the Company will post the bid award on the bulletin boardidentified above.  (Employees in theirprobationary period are not eligible to participate in the bid process.)  If no qualified candidates for the positionare identified during the bid process, the company may seek applications fromoutside the workforce to fill the position.

**SECTION B.**

1.              Thepurpose of the following is to delineate a policy with regard to seniorityapplication at the plant.  In all casesof promotion, layoff or recall within and to a classification, department orthe plant, the following factors shall apply:

a.                    Fitnessto perform the job

b.                   Qualificationsand ability

c.                    Departmentseniority

d.                   Plantseniority

When a) and b) are relatively equal, c) and d) willapply.

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2.              For thepurposes of administration of this Agreement, the following terms anddefinitions will be applicable:

a.                    “Fitnessto perform the job” means the physical ability and dexterity to successfullycomplete the full scope of the work.

b.                   “Qualificationand ability” means demonstrated ability to perform the work.

c.                    “Departmentalseniority” shall mean seniority within a particular department.

d.                   “Plantseniority” means the amount of continuous service at International ExtrusionCorporation/Texas.

e.                    “Lineof progression” is the sequence of jobs through which an employee gainsknowledge of departmental procedures and may progress as displayed in AppendixA.

**SECTION C.**                            Whenthere are no successful bidders in a department, then the available openingwill be filled from bidders in the entire plant.  The Company will select the successful bidderbased upon the criterion listed in Section B with preference being given to anindividual who is currently classified in the positions listed in the Line ofProgression, Appendix A.  The successfulbidder for any job vacancy will report to the new job on the agreed to reportdate.

**SECTION D.**                            Allemployees transferring to a different classification as a result of biddinginto a job vacancy shall be given a reasonable trial period not to exceed sixty(60) days.  During the trial period, thecompany will provide the training and guidance necessary to help the employeelearn and perform the job.  In the eventthat the employee fails to demonstrate satisfactory progress towards learningand performing the job at any time during the sixty (60) day period, adisqualifying letter will be given to such employee.  Such letter will give the reason or reasonsfor the employee’s removal from the job in question.  At any time after thirty (30) days in the newposition but prior to sixty (60) days in the new position an employee mayvoluntarily disqualify himself from the new position.  In such event the employee will be permittedto return to this previous classification and department.  An employee who is disqualified form a jobmay not bid on the same job again for a one (1) year period after the date ofhis disqualification.  Once an employeehas completed the qualification period, his name will be permanently added tothe seniority list for that classification.

**SECTION E.**                             TheCompany shall have the right to make temporary transfers with regard toseniority for a period of up to thirty (30) days.  Further extensions may be agreed to by theCompany and the Union.

**SECTION F.**                             Theclassifications of crew leader, lab technician and quality control technicianshall be non-bid positions.  Thepromotion and/or the demotion from any of these classifications will be theexclusive right of the company and not subject to the grievance and arbitrationprocedure.  The cause will be explainedto the employee and the Union

In the bidding and selection process for Maintenance and Die

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Repair positions, the successful bidder will have to meet certainminimum requirements and qualifications as will be outlined on the bidsheet.  Any new requirements andqualifications will be furnished to the Union prior to implementation.

**SECTION G.**                            TheCompany does not have to consider the bid of an employee who is on an extended absenceor is in a trial or probationary period or who has had two (2) successful bidsduring the prior twelve (12) months.

**SECTION H.**                            Allbids will be done on a prescribed triplicate form.  The employee shall retain one copy andforward the other copy to the Personnel Office and the Union.  An employee bidding for more than one (1)vacancy shall indicate the order of preference on each form.  When the Company has selected the employee tofill the vacancy, it shall notify such employee of such award and post on allbulletin boards a bulletin showing the name and seniority date of the employeeselected.  Such bulletin shall remainposted for a minimum of seven (7) calendar days.  The Company will provide a list of theawarded bids to the Union prior to implementation.

**ARTICLE 12**

**LAYOFFS, REDUCTIONS AND RECALLS**

**SECTION A.**                            Inthe event of a formal general layoff or reduction in force for an extendedperiod, the Company will give seven (7) calendar days written or posted noticeof such reduction to employee(s) with the least seniority in classification(s),department(s) or plant where the reductions are to be made.  This formal notice of reduction will serve asnotification to all plant employees of an impending layoff or reduction.

**SECTION B.**                            Anemployee upon receiving notification of being affected by a reduction mayexercise any seniority rights he has in his own or any other classification,department or the plant to displace any employee junior to him.  In exercising seniority rights, theclassifications that an employee has right to must be taken in sequentialorder.

Any employee displaced as a result of the procedure outlined in SectionB by a more senior employee will then become entitled to follow the sameprocedure as outlined in Section B in exercising his seniority rights.  This procedure will keep repeating itselfuntil such a time as the most junior employees are in position to be laid off.

**SECTION C.**                            Anemployee who is on layoff or who is displaced to another classification as aresult of receiving a layoff or reduction notice shall continue to accrueseniority.

**SECTION D.**                            Employeeson layoff or displacement will be recalled to the highest paid classificationin which they hold seniority and in which jobs are available in accordance withtheir seniority.  On the recall ofemployees the most senior employee holding seniority in the classificationinvolved shall first be recalled, then the next most senior and so forth.

**SECTIONE.**

1.                    TheCompany will advise employees if recalls are to be

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considered permanent ortemporary.

2.                    Therefusal of a temporary recall back to work by an employee shall not jeopardizehis right to future permanent recalls.

3.                    Anemployee who refuses permanent recall will forfeit all seniority rights in thefuture and his service with the Company will be terminated.

4.                    Anemployee will be paid the rate of pay as outlined in Appendix 1 of theclassification to which he is called back, or the rate of pay he was makingprior to the time of layoff, whichever is the higher of the two.

**SECTION F.****                            **TheCompany will strive to meet the notice requirement stipulated in Section Asince it is designed to provide some degree of advanced warning to thoseemployees who are scheduled to be laid off and become unemployed through nofault of their own.  However, there shallbe no financial penalties attached for the failure to meet the noticerequirement.  The notice requirements donot apply where there are only internal increases or decreases in the number ofemployees in a given classification or department because of fluctuations inbusiness or scheduling and no layoffs are to occur.

**SECTION G.****                           **Inthe restoration of forces, the company is to mail a certified or registerednotice of such opening to the laid off employees entitled thereto, giving suchemployees not more than forty-eight (48) hours from receipt or refusal ofnotice to notify the Company as to whether or not he intends to return to theservices of the Company.  Such employeesshall actually report for work no later than five (5) calendar days fromreceipt of notice from the Company to report for work, but he will be granted areasonable extension of time upon written notice requesting such if it isnecessary due to employment elsewhere.

**SECTION H.****                           **Allnotices required to be sent under this Article shall be sent in writing at thelast address filed by the employee in writing with the Company.  Each laid off employee shall thereafterpromptly advise the company and the Union, in writing, of any change in addressand will receive a receipt of said notification.  There shall be no obligation on the part ofthe Company to recall an employee who fails to keep his current mailing addresson file with the Company as herein provided.

**SECTION I.**                               TheCompany and the Union will meet and review lay off, reduction and recall listsbefore the effective dates to insure the placement of employees iscorrect.  Should an inadvertent incorrectassignment be made, the employee has no claim against the Company and/or theUnion.  The employee will, however, bemoved to the correct assignment as soon as possible.

**SECTION J.**                             Shoulda formal general lay off be as a result of any reason listed in Article 6,Section d, the seven (7) calendar day notice period will be waived.

**SECTION K.**                            Anemployee shall have the right to have the Company hold all unused vacation andunused sick pay while on layoff.

**SECTION L.**                             Employeein the classifications and/or departments affected by a reduction in force butwho are not involved in the layoff or reduction in force shall be allowed twobusiness days after the notice of the reduction to submit bids to the Companyrequesting a volunteer layoff.  Therequested voluntary layoffs will be granted in seniority order and theemployees who are laid off will be placed on layoff status on the posted dateof

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the reduction in force for the duration of the reduction in force.

In no event will voluntary layoff request be honored, if in the opinionof the Company, it would reduce the number of qualified employees so as tocause operational difficulties.

**ARTICLE 13**

**GRIEVANCE PROCEDURE**

**SECTION A.**                            Agrievance is hereby defined as a claim against the Company by an employee, agroup of employees or the Union involving the interpretation of application ofthis agreement and/or the discharge or discipline of any covered employee.

**SECTION B.**                            Exceptfor grievances involving discharge all other grievances will be processed asfollows:

1.     VERBALDISCUSSION

The employee will first present his complaint verbally to his immediateSupervisor for discussion and possible solution within seven (7) calendar daysfrom the date that the employee has knowledge of the incident upon which thecomplaint is based. Such discussion will take place on Company property duringthe employee’s regular working hours with no loss of pay to any of thediscussion participants.  All time spentin such discussion will be considered time worked for all pay purposes. If thediscussion between the Supervisor and the employee does not resolve theproblem, the Supervisor will provide the employee with a note stating they wereunable to resolve the matter and the employee may proceed to the 1st Step Written Grievance as set for forth below.Settlements made in the verbal discussion stage shall not constitute aprecedent.

2.**    **1ST STEP WRITTEN GRIEVANCE

In the event the complaint is not resolved through the verbaldiscussion, the employee or his representative may file a first step writtengrievance by filling out a standard grievance form supplied by the Union. Thewritten grievance will be presented to the Plant Manager or his designee,within seven (7) calendar days after receipt of the Supervisors note statingthey were unable to resolve the matter. The Plant Manager will answer all FirstStep Grievances in writing within seven (7) calendar days following the receiptof the written grievance.  Such writtenanswer will be addressed to the grievant with a copy to the Chief ShopSteward.  1st Step Written Grievances shall not constitute aprecedent.

3.     2ND STEP WRITTEN GRIEVANCE

If the decision of the Plant Manager is not satisfactory, the Union mayappeal the grievance to the Operations Manager by mailing or presenting awritten letter of appeal to the Operations Manager within fourteen (14)calendar days after the Chief Steward’s receipt of the Plant Manager’s writtendecision.  The Operations Manager will ona monthly basis, meet either the Union Representative or the Chief Steward inan attempt to settle all grievances that have been appealed to the 2nd step.

During such monthly grievance meetings the Company and the Union mayappeal the right to call other employees, steward or

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supervisors into such meetings for the purpose of assisting in thedetermination of facts and the settlement of the pending grievance.  All time spent by employees of the companyduring their regular work time in the monthly grievance meeting will be withoutloss of pay and will be considered time worked for all pay purposes.  The monthly meetings will be held on Companyproperty unless the parties mutually agree to a different location.  The date and time of each monthly meetingwill be mutually agreed to in advance. In the event there is no 2nd Step Grievance to discuss, the parties maydispense with the meeting for that month or they may meet to discuss otherpotential or actual problems. The Operations Manager will answer all 2nd Step Grievances in writing within seven (7)calendar days following the monthly meeting. The written answer(s) will reflectthe settlement of the grievance(s) agreed to during the monthly meeting.  Such written answer(s) will be addressed tothe grievant with a copy to the Union Business Agent.

**SECTION C.****                           **DISCHARGEPROCEDURES

In those instances where the Company discharge a non-probationaryemployee for other than attendance infractions, such action will not be imposeuntil a fact finding meeting is held between the Plant Manager, the employee,and at the Union’s discretion, the Business Representative and/or ChiefSteward. Such meetings will be held within three (3) work days of the date ofthe Company’s written notice of its intent to take disciplinary action. Themeeting will be held at a time mutual agreed to by the Union and the Company.The purpose of such meeting is to determine all pertinent facts prior toreaching a final decision. The Plant Manager will, within three (3) calendardays after such meeting, render a decision in writing to the employee and hisUnion Representative giving the precise reasons for the decision rendered. Inthe event the Plant Manager’s decision is unsatisfactory employee may file awritten grievance directly to the Plant Manager within seven (7) calendar daysby presenting or mailing such grievance to the Plant Manager.  The Union Representative, the Plant Managerand the grievant will meet within fourteen (14) calendar days to settle thegrievance.  After such meeting a decisionwill be rendered unless mutually agreed to extend.

**SECTION D****                             **Withinfourteen (14) calendar days after the receipt of the written decision of thePlant Manager, the Union Representative may appeal any unresolved grievance toarbitration by serving a written notice upon the Plant Manager of its intentionto do so.  Such arbitration shallthereafter be processed in accordance with Article 14 Arbitration Procedure.

**SECTION E.**                             Bywritten mutual agreement between the Company and the Union Business Agent, anyof the procedures and/or time limits that appear in this Article may be waived.

**SECTION F.****                            **TheCompany recognizes the right of the Union to file a Group Grievance on behalfof the Bargaining Unit as a whole or individual Bargaining Unit members who areaffected by a common issue, disciplinary action or discharge.

**SECTION G.**                            Failureon the part of the Company to issue its decision within the time limitsstipulated or failure on the part of the employee or the Union to process anappeal within the time limits stipulated shall constitute a waiver of the party’sposition unless an extension of time has been mutually agreed

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to in writing.  The date ofreceipt by the Company or the Union and/or the dated confirmation of faxtransmission will be proof of receipt.

**SECTION H.**                            Noemployee will be warned, disciplined or discharged without just cause.  Progressive discipline as provided in theCompany’s General Work Rules and regulations and as agreed to by the Union willbe used for proven rule infractions that occur within a twelve (12) monthperiod.

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**ARTICLE 14**

**ARBITRATION PROCEDURE**

**SECTIONA.**                            Withinten (10) calendar days after the receipt of the notice of the intent to submitthe unsettled grievance to arbitration, the parties shall attempt to mutuallyselect an impartial arbitrator.  If theparties are unable to agree on an Arbitrator within such period, the Unionshall request the Federal Mediation and Conciliation Service to submit a listof seven (7) persons qualified to act as the impartial Arbitrator.  A Representative of the Company and a Representativeof the Union shall meet within five (5) days of the receipt of the list andshall alternately strike three (3) names from the list, the party to strikefirst to be selected by lot.  The seventh(7th) remainingman shall thereupon be selected as the impartial Arbitrator.

**SECTIONB.**                            Theparties shall enter into a submission agreement which shall clearly state thearbitrable issue or issues to be decided by the Arbitrator, the submissionshall contain the written grievance and the Company’s disposition of the samewith notation that the parties could not agree upon a submissionagreement.  Either party may also submitits proposed version of the arbitrable issue to be decided by the Arbitrator.

**SECTIONC.**                            Duringthe hearing each party shall have full opportunity to present evidence andargument, both oral and documentary.  Theimpartial Arbitrator will render his findings and award in writing withinthirty (30) calendar days after the conclusion of the hearing or after receiptof formal brief.  The decision of theimpartial Arbitrator shall be final and binding.  The impartial Arbitrator shall have noauthority to modify, amend, revise, add to or subtract from any of the terms orconditions of this Agreement.

**SECTION D.****                           **Allarbitration hearings will be held alternately at the Company’s Waxahachiefacility and the Union’s Grapevine Office unless a different arrangement ismutually agreed to by the parties.

**SECTION E.**

1.         Eachof the parties hereto shall assume all of their expenses in presentation oftheir cases including compensation, traveling expenses and other expenses ofits witnesses called or summoned by it and each of the parties shall assume onehalf (1/2) of the expenses of the arbitrator. It is understood that if an employee assigned to the swing or graveyardshift is absent from work on his next regularly scheduled shift which begins onthe calendar day he attends an arbitration hearing, such absence will be deemedan absence from work to participate in the arbitration proceeding.

2.         Ifa stenographic transcript is made of the arbitration proceeding, the partymaking the request shall bear its expense, unless the request is made by thearbitrator, in which case the cost of the transcript will be shared equally bythe Company and the Union.  In the eventthe party not requesting the transcript decides at the hearing or later toobtain a copy, the entire cost of the reporting and transcribing of thetranscript shall be shared equally by the Company and the Union.

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**ARTICLE 15**

**HOLIDAYS**

**SECTION A.**                            Thefollowing holidays shall be recognized:

Memorial Day

Fourth of July

Labor Day

Thanksgiving Day

Friday AfterThanksgiving Day

Day Before or DayAfter Christmas Day

Christmas Day

Day Before or DayAfter New Year’s Day

New Year’s Day

Employee’sEmployment Anniversary Day

Employee’sBirthday

**SECTIONB.**                            Anemployee who has completed his probationary period prior to a recognizedholiday and has worked his last scheduled work day prior to the holiday and hisnext scheduled work day after the holiday, shall receive eight (8) hoursholiday pay at his normal straight time hourly rate.  Where a recognized holiday falls on aSaturday or Sunday, it will usually be celebrated on Friday or Monday.  In the absence of prior management approvalor written medical verification, employees must work the full eight (8) hourshift on both the preceding and following work days in order to receive holidaypay.

**SECTIONC.**                            If anemployee works on a recognized Holiday, he will receive two (2) times thehourly rate of pay for all hours worked plus holiday pay.  Such hourly rate for time worked shall beinclusive of shift differentials and all other applicable premiums.

**SECTIOND.****                           **TheAnniversary Day holiday and the Employee Birthday holiday will be credited toeach eligible employee on each anniversary date of employment and each birthdate.  They must be taken during the nexttwelve (12) months at a time of the employee’s choice.

A new hireemployee will not be entitled to an Anniversary holiday or Birthday holidayuntil he has completed one (1) year of employment with the Company.

The Anniversaryholiday or Birthday holiday may be taken with vacation time provided they arebid at the time the employee bids his vacation. Either of these holidays not bid in conjunction with vacation will beselected as provided in paragraph 5 & 6 of this Section.

The Anniversaryholiday or Birthday holiday will not be granted on other recognized holidays.

Requests for theAnniversary holiday or Birthday holiday will be granted on a first come firstserved basis in seniority order among all employees in the classification anddepartment.  Requests for either holidaymust be made not less than seven (7) days nor more than thirty (30) days inadvance of the requested date.  Therequested holiday will be granted in writing immediately provided the allottednumber of employees as provided in Paragraph 6 of this Section have not alreadybeen granted an Anniversary or Birthday holiday on the date in question.

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In classificationand departments of less than ten (10) employees, at lease one (1) employee willbe permitted to take an Anniversary or Birthday holiday on any day of the yearexcept as provided in Section D.  Wherethere are ten (10) or more employees will be permitted to take an Anniversaryor Birthday holiday on any day of the year except as provided in Section D.

**SECTIONE.****                            **Aholiday shall be recognized as the twenty-four (24) hour period beginning withthe employee’s regularly scheduled starting time unless the Union and theCompany mutually agree to a different arrangement.

**SECTIONF.****                            **Inthe event that any recognized holiday, excluding the Anniversary or Birthdayholiday, falls during an employee’s vacation, such vacation shall be extendedand additional day of paid vacation for each such holiday.

**SECTION G.****                           **Inthe event the Company requires employees to work on a holiday, the Company willfirst seek volunteers to work in seniority order, among the employees in theclassification and department on the shift affected.  In the event there are insufficient volunteers,the Company may offer the holiday work to employees on another shift,classification and/or department.  In theevent there are still insufficient volunteers to work on the holiday, theCompany may assign additional employees to work in reverse seniority orderamong the employees in the applicable classification and department on theapplicable shift.  Such holiday work mustbe assigned at least seven (7) calendar days prior to the holiday.

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**ARTICLE 16**

**VACATIONS**

**SECTIONA.**                            Eachemployee who has completed at least one (1) year of continuous employment withthe Company shall, following his first anniversary of employment date, andfollowing each anniversary date thereafter, be entitled to receive vacationwith pay in accordance with the following schedule:
| YEARS OF CONTINUOUS    | ** ** | **VACATION**  | ** ** |
|------------------------|------------|---------------|------------|
| **SERVICE  COMPLETED** | ** ** | **TIME PAID** | ** ** |
| 1 year                 |       | 1 week        |       |
| 2 years                |       | 2 weeks       |       |
| 8 years                |       | 3 weeks       |       |
| 15 years               |       | 4 weeks       |       |

 

**SECTIONB.**                            Vacationpay for one (1) week shall be computed at forty (40) times the employee’sstraight time hourly rate just prior to the receiving the vacation check, andvacation pay for one day shall be computed at eight (8) times such straighttime hourly rate.

**SECTIONC.****                           **Eachemployee shall be considered as having a year’s continuous employment eachcompleted year starting from his last anniversary date in which he has workedat least fourteen hundred and forty (1,440) straight time hours.

**SECTIOND.****                           **Anemployee who has worked less than fourteen hundred and forty (1,440) hoursduring his anniversary year will have his vacation adjusted by one twelfth(1/12) of one, two, three or four weeks vacation pay for each month theemployee did not work one hundred and twenty (120) straight time hours.

**SECTION E.**

1.         Anemployee who terminates or terminated after he has completed twelve (12) monthsor more of continuous service with the Company shall be granted one-twelfth(1/12) of two, three or four weeks vacation pay, whichever applies, for eachmonth of service since his last anniversary date in which month he hascompleted 120 straight time hours.  Anemployee who has not completed the aforementioned twelve (12) months of servicewill not be eligible for any vacation payment.

2.         Anemployee who has completed one (1) year or more of active service and isgranted as leave of absence in excess of thirty (30) days may elect to receivevacation pay in lieu of vacation which has been accrued and/or earned but nottaken.

3.         Anemployee recalled from layoff or returning from a leave of absence in excess ofthirty (30) days, who has already been paid for his earned and/or accruedvacation, will be permitted to take such vacation time without pay providedthat the scheduled time for such vacation has not already passed.  While such employee is off, he will beconsidered on vacation.

**SECTIONF.**                             Vacationsshall not be cumulative and must be taken within the twelve (12) month periodwhen due.  All employees shall receivetheir vacation pay of the regular pay days when is due, regardless of when theemployees anniversary date occurs.  Ifthe Company consents, the employee may elect not to take his vacation, in whichcase he will receive pay in lieu thereof.

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**SECTIONG.****                           **Inthe event that any of the holidays excluding Anniversary Holiday and BirthdayHoliday after January 1, 1995, provided in this Agreement should occur duringan employee’s vacation, such vacation shall be extended an additional day ofpaid vacation for each such holiday(s).

**SECTIONH.****                           **Vacationscheduling will be set up by the eligible employee with the department andsupervisor he is reporting to.  TheCompany, in scheduling vacations, will without interfering with efficientoperations, consider the wishes of the employees.  In the event of a conflict in vacationschedules, recognition shall be given to seniority

**SECTIONI.**                               Inclassifications and departments of less than ten (10) employees a minimum ofone (1) employee per shift will be allowed on vacation on the same day.  In classifications and departments of ten(10) or more employees a minimum of ten percent (10%) of the employees on eachshift will be allowed on vacation on the same day.  No day of the year shall be blocked out,except inventory dates.  The minimumnumbers and percentages provided in this Section will not apply when they wouldprovide an operational hardship.

**SECTIONJ.**                             Thoseemployees who terminate or have been terminated or laid off and who have lessthan twelve (12) months continuous service will not be eligible for anyvacation payment.

**SECTIONK.**                            Allemployees will be permitted to split their vacations into unlimited forty (40)hours increments provided that an employee who splits his vacation into two (2)parts will be permitted a choice for the second period in seniority order fromthe periods available after all employees have made their first selection.  Al vacation splits in excess of two (2) willbe bid at the same time and will be awarded in seniority order.  Employees may use earned individual vacationdays for accomplishing necessary personal business, provided prior Companyapproval is obtained.

**SECTIONL.****                            **Anemployee’s vacation will commence in conjunction with his regularly scheduleddays off and once scheduled an employees vacation will not be changed withouthis agreement.  In the event the employee’sdays off change after he has been assigned a vacation period, the vacationperiod will be adjusted to correspond to the employees new days off.

**SECTIONM.**                           Afterthe posting of the vacation schedules each year, employees who have beenassigned a vacation and wish to change it may do so by making such request inwriting at least seven (7) calendar days prior to the first day of the desiredvacation period.  Such requests to changevacation periods must be honored only if there is an open vacation slot asdescribed in Section I, during the time period requested.

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**ARTICLE 17**

**SICK PAY**

**SECTIONA.****                           **Allemployees covered by this Agreement and who have worked for the company one (1)year shall commence to accumulate up to three (3) days sick pay at a rate of..0129 per straight time hour worked to a maximum of twenty-four (24) hours.

All employees covered bythis Agreement and who have worked for the Company two (2) years shall commenceto accumulate up to four (4) days sick pay at a rate of .0173 per straight timehour worked to a maximum of thirty-two (32) hours.

All employees covered bythis Agreement and who have worked for the Company three (3) years shallcommence to accumulate up to five (5) days sick pay at a rate of .0216 perstraight time hour worked to a maximum of forty (40) hours.

**SECTIONB.**                            Sickleave pay will be accrued in equal weekly increments throughout the year forany week the employee had worked a major portion thereof, and may not be takenfaster than accumulated.

**SECTIONC.**                            A dayof sick leave pay shall be a full days pay at the employee’s regular straighttime hourly rate of pay.  In the event ofillness or injury which causes an employee to be absent for less than a fullday, such employee shall receive sick pay for those hours that he is absent forless than a full day, such employee shall receive sick pay for those hours thathe is absent and his account will be debited only in the amount paid.

**SECTIOND.**                            Anemployee injured in the performance of his work who is sent to a doctor duringthis regular shift shall suffer no loss in his regular straight time pay andhis sick pay account will not be debited for the day.  The employee may however use any accrued sickpay during the statutory waiting period.

**SECTION E.**

1.         Eachemployee shall have the option of receiving, on the pay day following theemployee’s anniversary of each year, one (1) hour of regular straight time payfor each hour of unused sick pay that has accumulated in his/her account duringthe previous twelve (12) calendar months to a maximum of that which is accrued.

2.         Ifthe employee does not elect to receive payment of accumulated and unusedaccrued sick leave eligibility then the hours shall be carried forward into thenext anniversary year.  Such hours shallonly be carried forward from the anniversary year ending into the nextanniversary year.  The employee shallrequest roll-over at least two weeks before the employee’s anniversary date.

3.         Thetotal accrued unused sick leave hours must be paid out or rolled overinto the next anniversary year; there shall be no apportionment of hoursbetween the two options.

**SECTIONF.****                            **Any employee who has completed atleast one (1) year of service with the Company and voluntarily terminates

**SECTIONG.****                           **Employeeswill be counseled, warned, disciplined or discharged

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for absences from work asdescribed in the General Absentee Policy which appears in Appendix C of thisAgreement.  Such warnings, disciplineand/or discharge will occur only when the employee’s absenteeism or tardinessis excessive as defined therein.

**ARTICLE 18**

**LEAVES OF ABSENCE**

**SECTIONA.****                           **PERSONALLEAVE OF ABSENCE

1.         Uponwritten application from an employee, the Company may grant a personal leave ofabsence without pay, not to exceed thirty (30) days in duration.  The employee may be granted extensions ofsuch personal leave if approved by the Company and the Union.  An employee may not be employed while on apersonal leave of absence.  Seniorityshall continue to be accrued during the period of any personal leave ofabsence.

2.         Anemployee who requests to return to work from his “personal” leave of absencewill be returned to his former department shift and classification, unless hehas been displaced by a more senior employee in which case he may exercise hisseniority in accordance with Article 12.

3.         Wageprogression and benefit accrual shall not be affected during the first fifteen(15) days of a “personal leave of absence”.

**SECTIONB.****                           **MEDICALLEAVE OF ABSENCE

1.         TheCompany will, upon written application, accompanied with a written statementfrom the employee’s physician confirming the need, grant a “medical leave ofabsence” without pay, not to exceed ninety (90) days for illness or injury thatprevents an employee from working.  Suchleave will be extended for additional thirty (30) day periods to a maximum ofone (1) year provided the employee is able to substantiate his continuedinability to work.  Once the employee isreleased by his doctor to perform his normal job functions, he shall return towork at the Company.

2.         Senioritywhile on a medical leave of absence shall accrue for the entire period of suchmedical leave of absence.  Upon returnfrom medical leave of absence, the employee shall be assigned to his formerdepartment, classification, shift and days off unless a more senior employee hasdisplaced him in which case he will exercise his seniority in accordance withArticle 12.  No employee shall beconsidered ready to return to work unless such employee is medically releasedto perform his normal job function.  Wageprogression and benefit accrual shall not be affected

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during the first two (2)weeks of medical leave of absence.

3.         Anemployee shall exhaust all sick leave not previously taken during any medicalleave.  An employee may if he chooses,exhaust all vacation time he has not taken.

4.         Consistentwith applicable law, the Company at its sole expense has the right to requestemployees who seek medical leaves of absence to see a Company physician and/orobtain an independent medical examination to confirm the need for leave.

**SECTION C.****                           **Arequest for leave of absence by an employee must be made in writing prior tosuch leave being granted by the Company. All leaves granted by the Company will be granted in writing.  An employee must submit the medicaldocumentation to support a leave request within seventy-two (72) hours of thestart of the leave or the leave will be denied retroactively and any absencesfor the interim period will not be approved or excused.

**SECTIOND.****                           **Noleave will be granted under this Article to work elsewhere, unless agreed tootherwise by the Company and the Union. Unless agreed to otherwise by the Company and the Union, any employeeworking elsewhere while on a leave granted within this Article will be subjectto termination.

**SECTIONE.****                            **Inorder to maintain medical and/or dental coverage during the first ninety (90)days of any leave of absence, the employee must make self-payments to theCompany of an amount equal to the normal weekly employee contribution.  After the ninety (90) day period the employeemay elect the COBRA option.

**SECTIONF.****                            **Theprovisions of this Article will be modified where necessary to conform to theprovisions of the Family Leave Act.

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**ARTICLE 19**

**BEREAVEMENT PAY**

**SECTIONA.**                            Ininstances of the death of a member of the immediate family of any employee, theCompany will, where requested, grant a paid bereavement leave of absence not toexceed three (3) work days provided he attends the funeral.  In addition to the three (3) days paidbereavement leave, the employee will, upon request, be granted a personal leaveof absence without pay and in accordance with Article 18 in order to extend hisabsence from work.

**SECTIONB.**                            In theevent of a serious illness or the impending death of a member of an employee’simmediate family, the employee may request a personal leave of absence withoutpay in accordance with Article 18.

**SECTIONC.**                            Theterm “immediate family” as used in this Article is defined as consisting of thefollowing: spouse, children (natural, step or adopted), mother, father,stepparents, father-in-law, mother-in-law, brother, sister and grandparents ofthe employee.  One (1) day will begranted for grandchildren and the grandparents of spouse.  One (1) day of unpaid leave will be grantedfor aunt, brother-in-law and sister-in-law.

**SECTIOND.**                            At therequest of the Company, the employee shall furnish verification of hislegitimate absence in accordance with the provisions of this Article.

**ARTICLE 20**

**JURY DUTY PAY**

**SECTIONA.**                            Anemployee called for jury duty shall be entitled to the difference between hisjury duty pay for each day of jury duty and eight (8) times his straight timehourly rate of pay in effect a the time he is called to serve.  Expense money received by the employee as aresult of jury duty service shall not be included when calculating the abovedifference.

**SECTIONB.**                            Juryduty differential pay shall be given for each day of actual jury duty service,not to exceed in the aggregate ten (10) days during any twelve (12) monthperiod for any employee.

**SECTIONC.**                            Inorder to be eligible for payment, an employee must notify Human Resourceswithin twenty-four (24) hours of receipt of the notice of selection for juryduty and must furnish a written statement from the appropriate public officialshowing the date and time served and amount of jury pay received.

**SECTIOND.****                           **Theprovisions of this subsection shall not apply in cases during which theemployee is not scheduled to work, including vacation periods, authorizedleaves of absence, layoffs, Saturdays or Sundays, nor instances where the employeehas volunteered for jury duty.

**SECTIONE.****                            **TheCompany may at its discretion, if the need of the operation so indicates, electto petition the Court to release the

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employee from juryduty.  If the Court does release theemployee from jury duty, the above provision for jury pay becomes inapplicable.

**ARTICLE 21**

**MILITARY LEAVE**

**SECTIONA.**                            Anemployee entering military service will be placed on military leave of absencein accordance with the provisions of the appropriate Federal Statues.

**SECTIONB.****                           **Anemployee who is a member of a military reserve unit and who is required toparticipate in “active duty for training” or “inactive duty for training” shallbe granted military leaves of absence without pay for the periods of suchtraining assignments.  Employees who mustperform “inactive duty training” once a month on specified days other thantheir regularly scheduled days off will be granted the military leaves ofabsence provided herein for the calendar days when such training takes place,regardless of what shift such employees are regularly assigned to.

**SECTIONC.****                           **Anyemployee applying for leave under this Article will give the Company at leastfive (5) working days notice prior to reporting date, if possible.

**SECTIOND.**                            Aleave of absence for this purpose shall not affect an employee’s vacation,seniority or longevity rights.

**ARTICLE 22**

**MEDICAL AND OTHER INSURANCE**

**SECTIONA.**                            TheCompany shall provide medical, dental, life and temporary disability coverageas described in the Group Insurance booklets, or in the Company’sdetermination, substantially equivalent benefits, to regular full-timeemployees effective the first of the month following sixty (60) days from thedate of hire.

**SECTIONB.**                            To beeligible for this benefit plan an employee must have completed the prescribedwaiting period.  Coverage under thebenefit plan will be terminated the last day of the month during whichemployment terminates, providing that the employee pays their share of thepremium for the entire month.  Provisionsof COBRA will apply to the medical and dental coverage of the insurance forcontinuous purposes.

**SECTIONC.**                            Thecurrent cost to the employee for particular coverage is outlined in Appendix B.

**SECTIOND.****                           **Anyfuture increase in Plan costs for medical insurance during the term of thisAgreement will be shared 60% by the Company and 40% by the employee.  Any increase for dental insurance orshort-term disability insurance will be paid solely by the employee.

**SECTIONE.**                             Anyemployee who is absent and does not receive their normal

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paycheck will beresponsible for making their insurance deduction payments or the Company, at itoption, may take the required missed deductions for the employee’s check aftertheir return to work.

**ARTICLE 23**

**WAGE RULES**

**SECTIONA.****                           **Thewage rates are set forth in Appendix 1. The job classifications and pay grades are set forth in Article 5 andAppendix 1.  An employee will proceed inthe wage schedule in accordance with his length of time in the applicable paygrade.

**SECTIONB.****                           **Allemployees will be paid once a week on Friday for the day and graveyard shiftand on Thursday for the swing shift during the regular working hours.  The payment on such pay days shall includeall wages due for the one (1) week period through the preceding Saturday.  Paychecks will contain an itemized statementshowing hourly rate of pay, regular hours worked, overtime hours worked, anexplanation of all deductions and the total amount of earnings and taxes paidfor the current year.  In the event arecognized holiday falls on a regular pay day, the Company will ensure thatpaychecks are prepared and distributed on the work day prior to such holiday.

**SECTIONC.**                            Nomoney will be withheld from an employee’s paycheck without prior notice.  In the event of an over-payment of wages, theCompany may recover such over-payments only if the proper paycheck deductionsas described in this Section begin within thirty (30) days after theover-payment.  When there is a shortageof pay on an employee paycheck, the Company will issue a supplemental paycheckto cover the shortage within three (3) business days after it is reported bythe employee, provided the employee reports the shortage within thirty (30)days after it occurs.

**SECTIOND.**                            Thewage rates set forth in Appendix 1 are minimum rates only.  The Company may hire new employees at anyrate and the employee shall thereafter progress in accordance with the wageprogression schedule from that point and at the time intervals set therein.

**SECTIONE.**                             If anemployee is promoted to a job classification with a higher hourly rate of payat the thereafter step of progression scale, such employee will receive theminimum rate of pay for that classification he is promoted to that provides himwith an hourly wage increase and he will thereafter proceed in the wageschedule in accordance with the date of his initial entry into suchclassification.

**SECTIONF.**                             Allautomatic progression and scheduled wage increases provided for in thisAgreement will be effective on the first Monday of the month.  Promotional pay increases shall becomeeffective on the first day worked in the new assignment.

**SECTIONG.****                           **Straighttime pay when used in reference to pay for hours worked shall include thehourly wage rate and any and all hourly premiums.  Straight time pay when used in reference topay for hours not worked or benefits shall be the hourly wage rate exclusive ofall hourly premiums.

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**SECTIONH.****                                                       **Allemployees required by the Company to attend hearings, investigations ortraining classes shall receive the normal hourly rate or overtime rate,whichever is applicable.

**SECTION I.**

1.               Anyemployee who is regularly scheduled to the swing shift shall receive a premiumof thirty cents ($.30) per hour for each hour worked.

Any employee who isregularly scheduled to the graveyard shift shall receive a premium ofthirty-five cents ($.35) per hour for each hour worked.

2.               Duringthe Anodizing Department’s summer peak hour shift assignments, the employeeswho are required to work abnormal shift hours will be paid premiums as follows:

1st shift - .30 cents per hour worked

2nd shift - .40 cents per hour worked

**SECTIONJ.****                                                         **Employeesleaving the service of the Company will be given their final paycheck(s) on orbefore the effective date of their termination provided that in the event of avoluntary resignation the employee must give the Company at least three (3)calendar days notice of his intent to resign. If the employee does not give the required three (3) days notice hischeck will be made available or mailed, whichever is applicable, on the nextregular payday.

**SECTIONK.**                                                        Anycontractual anniversary increases will be given on the dates listed in Appendix1 in addition to progression or promotional increases due at the sametime.  If the employee’s rate is withinan amount less than the normal progressionary increase from the job rate, theywill receive the amount of the contractual anniversary increase above the jobrate, if not, the contractual anniversary increase will merely be considered anadditional progressionary increase.  Thenext progressionary increase will be given as scheduled and the contractualanniversary increase will not take them above the job rate.

**SECTIONL.****                                                        **Anyemployee who is reduced to a lower paying classification because of a reductionin force will retain his rate until such a time as he is recalled to his formerclassification or bids to a new classification.

Employees who bid to, aredemoted for cause, choose to go to or choose to remain on a lower payingclassification on a permanent basis shall, at the time such election is made,receive the rate of that lower classification as listed in Appendix 1.

**SECTIONM.**                                                      TheCompany may pay rates in excess of the minimum wage rates set forth in thisAgreement.  When the Company does such,it will notify the Union.

**SECTIONN.**                                                        TheCompany may establish a performance bonus pay program at any time during theterm of this Agreement.  Such programpayoffs would be in addition to the wages paid in accordance

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with the terms of thisAgreement.  The establishment of thestandards, amounts of payoff, criteria and the total implementation,administration or discontinuance of such a pay program rests exclusively withthe company and would not be subject to any of the terms of this Agreement.

**SECTIONO.**                                                       Anemployee transferring into the die Repair Trainee job who is above the minimumrate will remain at that rate of pay until the scaled in Appendix 1 passes hisrate of pay.

**ARTICLE 24**

**SAFETY AND HEALTH**

**SECTIONA.**                                                        TheCompany affirms its responsibility to provide a safe and healthful workingenvironment for all employees.  TheCompany further agrees to comply with all local, state and federal health and safetylaws and regulations.  The Union and theemployees recognize their duties and responsibility to assist in themaintenance of these standards. To the extent that the Union acquires certainparticipatory rights in subsequent subparagraphs and/or to the extent that theUnion exercises those rights afforded by law, it is not the intention of theparties to diminish the employer’s exclusive responsibility.

**SECTIONB.**                                                        Therewill be established four (4) safety committees: Accident Review Committee, Hazard Abatement Committee, Health and SafetyTraining Committee and Employee Involvement Committee.  Each safety committee will be comprised ofeither one (1) Manager or one (1) Supervisor and four (4) committee members fromthe Bargaining Unit with two (2) members from the Bargaining Unit selected bythe Union.  Committee members will serveon a rotating basis and will meet on a scheduled basis with a minimum of one(1) committee meeting each month.

There will also beestablished an Executive Health and Safety Committee which will be comprised ofthe Operations Manager, Plant Manager, Safety Coordinator, Human ResourcesManager, Chief Shop Steward and one (1) other Union Steward.  There will be a minimum of one (1) such committeemeeting each month.

All meetings will be onthe employee’s regular shift and will be considered paid time.

**SECTIONC.****                                                       **Allemployees will immediately bring to the attention of a Supervisor or Committeemember any unsafe or unhealthful conditions or practices they observe.  Once notified about a needed unsafe orunhealthful condition the Company will initiate the proper corrective action.

**SECTIOND.**                                                        Noemployee shall be required or permitted to work under unsafe or unhealthfulconditions.  If such condition arises theimmediate Supervisor shall be notified immediately.

**SECTIONE.**                                                          TheCompany shall furnish all necessary safety devices for employees workinghazardous or unsanitary work, and employees will be required to use or wearsuch devices in performing such work. Safety devices shall be provided without cost to the employee and shallbe appropriated to the hazards present. The Company further agrees to provide medical surveillance for employeesfor whom surveillance is required by law.

**SECTIONF.**                                                          Wheneveremployees are engaged in painting, spraying with

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solvents, cleaning agentsor any caustic materials, the employees performing such work shall be suppliedwith appropriate safety devices and protective clothing by the Company.  No other employees shall be required orpermitted to work in areas affected by such painting, or spraying.

**SECTIONG.**                                                        Noemployee will be allowed to work alone for any extended duration withoutadequate surveillance during such assignments. Where responsible, adequate surveillance is not available the Companywill provide it by assigning a second person to the job.

**SECTIONH.**                                                        TheCompany hereby agrees to maintain safe, sanitary and healthful workingconditions in all shops and facilities and to maintain on all shifts emergencyfirst aid equipment at a first aid station to take care of its employees incase of accident or illness.  The Companyagrees to designate a doctor to call in an emergency.

**SECTIONI.**                                                             TheCompany agrees to furnish good, artificially cooled drinking water and sanitaryfountains; the floors of the toilets and washrooms will be kept in good repairand in a clean, dry, sanitary condition. Employees will cooperate in maintaining the foregoing conditions.  Shops and washrooms will be lighted,ventilated and heated in the best manner possible.

**SECTIONJ.**                                                       TheCompany will furnish appropriate aprons, gloves and overalls to all employeesrequired to work with acids or other chemicals that are injurious to clothingwhile such employees are engaged in such activities and employees will berequired to wear such equipment.

**SECTIONK.****                                                       **Employeesinjured while at work shall be given medical attention at the earliest possiblemoment and employees shall be permitted to return to work without signing anyrelease of liability pending the disposition or settlement of any claim fordamages or compensation.  It is theresponsibility of the injured employee to notify the Company immediately afterhe has knowledge of such injury, when possible. Any employee who requires treatment or therapy will schedule suchtreatment so as not to interfere with his normal work shift.  An employee shall not suffer a loss of timewhen relieved by the Company from his work for the necessary time to take amedical examination, treatment, or therapy required on account of any injurysustained while at work.  On the day ofthe injury the Company will pay the employee for all lost time from work.

**SECTIONL.****                                                        **Anyemployee who has been incapacitated at work by occupational injury will beallowed to return to work provided he can perform his normal and regular dutiesand if available, he will be given preference to light work if he is able tohandle such work satisfactorily.

**SECTIONM.**                                                      Exceptfor those hand tools that employees normally and customarily purchasethemselves, all other special tools required by the Company will be furnishedby the Company at no cost to the employees except that the replacement ofsafety equipment or tools, that were provided by the Company and that must bereplaced because of repeated damage or loss due to the employee’s negligenceshall be paid for by the employee responsible.

**SECTIONN.**                                                        TheCompany reserves the right to send, at any time and at the Company’s expense,an employee to a recognized doctor, hospital or medical clinic to have theemployee examined or tested to

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insure that he isphysically, mentally or emotionally capable of performing his job.  All employees agree as a condition ofemployment to abide by this procedure and authorize any medical facility soused to release information obtained to the appropriate Company representative.

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**ARTICLE 25**

**NO STRIKE - NO LOCK OUT**

**SECTIONA.****                                                       **Thereshall be no strikes, including sympathy strikes, slowdowns or stoppage or workof any kind, picketing or hand billing by the Union or any Bargaining Unitemployee and the Union will not cause any Bargaining Unit employee to, norsanction any Bargaining Unit employee for refraining to, take part in anystrike, including sympathy strikes, slowdowns or stoppages of work of any kindagainst the Company during the term of this Agreement.  The Company shall not lockout any BargainingUnit employee during the term of the Agreement.

**SECTIONB.**                                                        Anystrike, slowdown or stoppage of work of any kind, picketing or hand billing bythe Union or any Bargaining Unit employee during the term of this Agreementshall constitute cause for immediate termination.  Upon termination of a Bargaining Unitemployee for violation of this provision of this Agreement, the only matterwhich should be subject to the grievance/arbitration provisions of the Agreementshall be whether or not such terminated Bargaining Unit employee engaged inconduct prohibited by this Article.

**ARTICLE 26**

**MAINTENANCE OF STANDARDS**

**SECTIONA.**                                                        Noemployee shall suffer any inadvertent reduction or increase of wages orbenefits as a result of the execution of this Agreement.

**SECTIONB.****                                                       **Supervisorsshall not perform work on a job customarily performed by an employee in thebargaining unit except that there shall be no restrictions upon the workperformed by supervisors or other managerial personnel in the instructionand/or training of employees; troubleshooting; experimental work in connectionwith the development of new products; new or changed equipment or procedures;or on work performed in emergencies affecting or threatening to affect thesafety of persons, buildings or equipment; or on work when productiondifficulties are encountered; or on work which is negligible in amount.  If a supervisor is going to perform suchduties as described above for an extended period, he shall first notify theShop Steward.

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**ARTICLE 27**

**SAVINGS CLAUSE**

**SECTIONA.**                                                        Shouldany part hereof or any provision herein contained be rendered or declaredinvalid by reason of any existing or subsequently enacted legislation, or byany decrees of a court of competent jurisdiction, such invalidation of suchpart or portion of this Agreement shall not invalidate the remaining portionshereto, and they shall remain in full force and effect.

**SECTIONB.****                                                       **Inthe event that any of the provisions of this Agreement are in conflict with orare rendered inoperative or unlawful by virtue of an duly enacted law orregulation of any governmental agency or commission having jurisdiction overthe Company, the Company and the Union will meet and negotiate changesnecessary, pertaining only to those provisions so affected or directly relatedthereto.

**ARTICLE 28**

**GENERAL AND MISCELLANEOUS**

**SECTIONA.**                                                        Alltemporary or permanent changes in an employee’s pay rate or status ofemployment including by not limited to transfers, promotions, demotions,layoffs, leaves of absence or work assignments will be made in writing and theemployee will be given a copy upon request.

**SECTIONB.**                                                        Anemployee leaving the service of the Company will, upon request, be furnishedwith a letter setting forth his length of service, beginning and ending rate ofpay and a list of all classifications hereunder in which such employee hasworked.

**SECTIONC.****                                                       **TheCompany will provide and install locked glass faced bulletin board(s) inlocation(s) convenient to the employees and agreeable to the Union, for theposting of Union notices.  The Union willmark such bulletin board(s) with the designation “International Brotherhood ofTeamsters”.  The keys to such bulletinboard(s) will be retained by the Union Business Agent, The Chief Steward andthe appropriate Company officials.

**SECTIOND.**                                                        Onepersonnel file shall be maintained for each employee containing all records,reports, letters, warnings and other disciplinary action involving suchemployee.  Upon request to his immediatesupervisor, and at a mutually convenient time, such file shall be open to theemployee and/or specifically authorized Union representatives for review.  No record, report, letter, warning or otherderogatory material will be used against the employee after one (1) year fromdate of issue or entry.  The employeewill be given copies of all disciplinary actions entered into his personnelfile.

**SECTIONE.**                                                          TheCompany will furnish, clean, and maintain five (5) sets of uniforms or overallsfor all crane operators, maintenance, die runners and waste treatment operatorsat no cost to the employee.

**SECTIONF.****                                                         **Noemployee or prospective employee shall be asked by the

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Company to submit to apolygraph or similar lie detector test.

**SECTIONG.****                                                       **Whenthe Company initiates the use of new equipment and/or methods, necessarytraining with respect to same will be offered to those employees who normallyperform the work in the affected classification and department, on Companytime, in seniority order, at no cost to the employee.

**SECTION H.**

1.               Undergovernment regulation, the Hourly Employee’s Retirement Savings Plan has beenestablished whereby the Company and eligible employees may contribute aspecified amount for each hour worked. The funds will be placed in a Retirement trust Account and will bemanaged by an independent trustee. Company contributions remain in the Trust Fund and cannot be returned tothe Company under any circumstances. Provisions are made for a vesting schedule, withdrawal of all or part ofeach employee’s contribution, temporary suspension of participation and sharingof Company contribution and fund earnings, all in accordance with governmentregulations.

2.               Theschedule of Company contribution for the term of the contract will be asfollows: thirty cents ($.30) per hour for each hour worked.

The amount of the minimumparticipant’s contribution for the term of the contract will be as follows: tencents ($.10) per hour worked.

3.               Eachparticipant will have the option to contributing the minimum participants contributionas specified above or an amount equal to three (3) times ninety cents ($.90)the Company’s contribution in five cent ($.05) per hour increments.  A participant may elect to have hiscontributions raised from the minimum yearly rate to the maximum rate at anytime during the year.

4.               Aparticipant contributing the maximum may reduce his contribution back to theminimum at any time; however, he may not elect to move up to the maximumcontribution again until the next anniversary date of the contract.

5.               Regardlessof which option the participant selects, the Company’s contribution will beonly the amount specified above.

6.               Asummary of the Plan shall be made available to all employees.

7.               A copyof the entire Plan will be furnished to the Union.  The plan will be available for inspection atthe office of the Company and/or the Union during the normal business hours.

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8.               ThePlan is continually subject to Internal Revenue Service approval and othercognizant authority.  The Company and theUnion acknowledge that if changes are required in order to maintain tax-exemptstatus and qualifications, the Company will submit such changes and the Unionwill be notified.

9.               Employeescovered by this agreement and who have worked for the Company one (1) year havethe option to participate in the Company’s Direct Deposit Program with only onechange in a direct deposit institution per calendar year.

**SECTIONI.****                                                            **Itshall be the sole responsibility of employees to notify the Company personneloffice in writing of their current address and telephone number and changesthereof.  The Company shall be consideredas having complied with any notice requirement if such notice requirement issent to the employee’s last address on record.

**SECTIONJ.****                                                      **Mutualagreement to waive any condition of this agreement shall not constitute aprecedent for any further waiver of such condition.

**SECTIONK.****                                                       **Ifa severe decline in business results in a major reduction in the number ofplant employees, thereby reducing the number of required supervisors, theCompany, after notification to the Union, may use supervisors to perform thework in crew leader, quality control and lab technician classifications, whichare covered by this Agreement.  ThisSection supersedes other provisions of this Agreement.  Because of this action and during thisperiod, the employee displaced by a supervisor will suffer no reduction in hishourly rate of pay.

**SECTIONL.****                                                        **Unlessprovided elsewhere in Agreement, no benefit program currently being enjoyed byemployees covered by this Agreement will be discontinued as a result of thesigning of this Agreement.

**SECTIONM.****                                                     **Employeeswill be allowed shift trades under the following:

1.               Allshift trade agreements must be in writing and in the same department and sameclassification, signed by both parties involved and will be approved by theregular supervisor of the employee initiating the trade and the regularsupervisor of the other employee and may be approved between otherclassifications and departments provided the employees are qualified.

2.               Noprobationary employee may shift trade.

3.               Everyperson who commits to a shift trade will be required to show up on time andwork the entire shift. Should a verifiable emergency occur, the employee mustmake arrangements for someone who is qualified to cover the shift.

4.               In theevent an employee is tardy on a shift trade he will be subject to thediscipline as outlined in the Company’s

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current tardiness policy.

5.               Failureto show up or cover the shift trade will result in disciplinary action inaccordance with the attendance policy plus a thirty (30) day shift tradesuspension.

6.               Ashift trade may be effective with at least forty-eight (48) hours prioracknowledge of the Company.

7.               Partiesengaging in a trade that has not been previously acknowledged will lose theirshift trade privileges.

8.               Noadditional premium pay or overtime will be involved because of any shift trade.

9.               Nodouble shifts will be worked as a result of a shift trade.

**SECTIONN.**                                                        Therewill be in the plant a Labor Management Committee consisting of four (4)members representing the Company and four (4) members representing theUnion.  The Committee shall endeavor tomaintain harmonious relations, shop efficiency, safety and maximum production.

a.               TheCompany and the Labor Committee will meet quarterly to discuss conditions orproblems relating to this Agreement.  Theagenda of the meeting will be outlined, reviewed and approved by the OperationsManager before the meeting.

b.              Thefour (4) employees representing the Union shall not be all from any onedepartment.

c.               TheLabor Committee members attending the above meeting shall attend the meetingwithout loss of wages not to exceed two (2) hours.

**SECTIONO.**                                                       Wordsused in the singular form shall be deemed to include the plural, and viceversa, in all situations where they would apply.

**SECTIONP.****                                                        **Headingsto Articles, Sections or subsections of the Agreement have been supplied forconvenience only and are not to be taken as limiting or extending the meaningsof any of the provisions of the Agreement.

**SECTIONQ.****                                                      **TheCompany shall offer all employees who have completed their probationary periodthe opportunity to join either the Teamster’s Credit Union or the CityEmployees Credit Union and have funds payroll deducted.

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**SECTIONR.****                                                       **Shouldany employee who has shown a pattern of absence or who has given reason tosuspect the validity of the request, request to leave work because of illness,the Company may require such employee to obtain a doctor’s certificationshowing the employee was ill and was treated within the following twenty-four(24) hours.  Failure to comply with thesupervisor’s request for a doctor’s certification will be handled in accordancewith the General Work Rules.

**SECTIONS.**                                                         Shouldthe Company add a provision in the Drug, Alcohol and Controlled SubstancePolicy to provide for random testing, all employees will adhere to theprovisions as outlined.  Added provisionswill be provided to the Union prior to implementation.

**SECTIONT.**                                                         Anyjob descriptions used in the administration of this Agreement are to beconsidered as general guidelines and for informational purposes only.  The Company and the Union recognize thatcertain duties, tools or products as outlined within a particularclassification may change or vary during the term of the Agreement and may notbe currently specified in the descriptions.

**ARTICLE 29**

**SOLE AND ENTIRE AGREEMENT**

This Agreement concludes all collectivebargaining between the parties hereto and supersedes all prior agreements andundertakings, oral or written, express or implied, or practices, between theCompany and the Union or its employees, and expresses all obligations andrestrictions imposed on each of the respective parties during its term.

**ARTICLE 30**

**DURATION AND TERMINATION**

This Agreement shall be effective March 27, 2006and shall remain in full force and effect until midnight March 22, 2009.  Unless written notice of a desire to modifyor to terminate this Agreement is given by either party to the other at leastsixty (60) days, but not more than seventy-five (75) days prior to theexpiration date thereof, it shall continue in full force and effect from yearto year thereafter.  Notice as providedin this Article, whether specifying a desire to terminate or to modify at theend of the current contract year, shall have the effect of terminating thisAgreement.

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**FOR THECOMPANY:**

**INTERNATIONALEXTRUSION CORPORATION/TEXAS**

 
| **BY:**    | ** ** | ** ** | **DATE:**  | ** ** |
|------------|------------|------------|------------|------------|
| ** ** | ** ** | ** ** | ** ** | ** ** |
| **BY:**    | ** ** | ** ** | **DATE:**  | ** ** |
| ** ** | ** ** | ** ** | ** ** | ** ** |
| **BY:**    | ** ** | ** ** | **DATE:**  | ** ** |

 

 

**FOR THEUNION:**

**TEAMSTERS,LOCAL 19, AIRLINE, AEROSPACE AND ALLIED EMPLOYEES AFFILIATED WITH THEINTERNATIONAL BROTHERHOOD OF TEAMSTERS**

 
| **BY:**    | ** ** | ** ** | **DATE:**  | ** ** |
|------------|------------|------------|------------|------------|
| ** ** | ** ** | ** ** | ** ** | ** ** |
| **BY:**    | ** ** | ** ** | **DATE:**  | ** ** |
| ** ** | ** ** | ** ** | ** ** | ** ** |
| **BY:**    | ** ** | ** ** | **DATE:**  | ** ** |

 
| **BY:**    | ** ** | ** ** | **DATE:**  | ** ** |
|------------|------------|------------|------------|------------|
| ** ** | ** ** | ** ** | ** ** | ** ** |
| **BY:**    | ** ** | ** ** | **DATE:**  | ** ** |
| ** ** | ** ** | ** ** | ** ** | ** ** |
| **BY:**    | ** ** | ** ** | **DATE:**  | ** ** |

 

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**AppendixA**

Line OfProgression
| Grade        | ** ** | **Tool & Die**           | ** ** | **Maintenance**      | ** ** | **Extrusion**        | ** ** | **Anodizing**       | ** ** | **Paint Line**      | ** ** | **Distribution** | ** ** | **Packing**    | ** ** | **Fabrication Q.C.** |
|--------------|------------|------------------------------|------------|----------------------|------------|----------------------|------------|---------------------|------------|---------------------|------------|------------------|------------|----------------|------------|----------------------|
|         |       |                         |       |                 |       |                 |       |                |       |                |       |             |       |           |       |                 |
| X            |       | -Master Die                  |       | -Master Maint.       |       |                 |       |                |       |                |       |             |       |           |       |                 |
|              |       |  Repair Tech.           |       |  Tech.          |       |                 |       |                |       |                |       |             |       |           |       |                 |
| A            |       | -Journeyman                  |       | -Journeyman          |       |                 |       |                |       |                |       |             |       |           |       |                 |
|         |       |  Die Rep. “A” |       |  Maint.-Cert.   |       |                 |       |                |       |                |       |             |       |           |       |                 |
| 1            |       | -Journeyman                  |       | -Journeyman          |       | -Extrusion           |       |                |       |                |       |             |       |           |       |                 |
|              |       |  Die Rep.               |       |  Maint.         |       |  Welder         |       |                |       |                |       |             |       |           |       |                 |
| 2            |       |                         |       |                 |       |                 |       | -Press              |       | -Painter            |       |             |       |           |       | -Q.C.Tech.           |
|         |       |                         |       |                 |       |   Operator |       |                |       |                |       |             |       |           |       |  (Appoint)      |
| 3            |       |                         |       |                 |       | -Die Header          |       | -Lab Tech.          |       | -Lab Tech.          |       |             |       |           |       |                 |
|              |       |                         |       |                 |       |                 |       |                |       |  (Appointed)   |       | (Appointed)      |       |           |       |                 |
|              |       |                         |       |                 |       |                 |       |                |       | -Crane Opr.         |       | (All Others)     |       |           |       |                 |
|              |       |                         |       |                 |       |                 |       |                |       | -WT/CRU Opr.        |       |             |       |           |       |                 |
| 4            |       | -Die Repair                  |       | -Maint “B” |       | -Saw Opr.            |       | -Head Stretcher     |       |                |       | -L.T. Opr.       |       | -Asst. Painter |       | -L.T. Opr.           |
|         |       |                         |       | -L.T. Opr.           |       | -Fabricator          |       |                |       |                |       |             |       |           |       |                 |
|         |       |  Trainee                |       |  (All Others)   |       |                 |       | (All Others)        |       |   (All Others) |       |             |       |           |       | (All Others)         |
| (All Others) |       |                         |       |                 |       |                 |       |                |       |                |       |             |       |           |       |                 |
|         |       |                         |       | -Ship/Rec Clk        |       |                 |       |                |       | -Saw Opr.           |       | -Anodizing       |       | -L.T. Opr.     |       | -Ship/Rec Clk        |
| (All Others) |       |                         |       |  (All Others)   |       |                 |       |                |       |   (All Others) |       |             |       |  Welder   |       |   (All Others)  |
|         |       |                         |       |                 |       |                 |       | -L.T. Opr           |       |                |       |             |       |           |       |                 |
|         |       |                         |       |                 |       |                 |       |   (All Others) |       |                |       |             |       |           |       |                 |
| 5            |       | -Die Runner                  |       |                 |       | (All Others)         |       |                |       |                |       |             |       |           |       |                 |
| 6            |       |                         |       | -Janitor             |       |                 |       | -Mat. Handler       |       | -Tkt.Writer         |       | -Tkt.Writer      |       |           |       | -Tkt.Writer          |
|         |       |                         |       | -Mat.                |       |                 |       |                |       |                |       |             |       |           |       |                 |
|         |       |                         |       | (All Others)         |       |                 |       |                |       |   (All Others) |       | (All Others)     |       | (All Others)   |       |                 |
|         |       | (All Others)                 |       | Handler              |       |                 |       |                |       |                |       |             |       |           |       |                 |
|         |       |                         |       |                 |       |                 |       |                |       | -Mat. Handler       |       |             |       | -Mat. Handler  |       |                 |
|         |       | -Mat. Handler                |       |                 |       |                 |       |                |       |   (All Others) |       | (All Others)     |       |           |       | (All Others)         |

 

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**APPENDIX B**

###### **MONTHLY EMPLOYEE INSURANCE DEDUCTION**

**MEDICAL AND OTHER INSURANCE**

CURRENT EMPLOYEE INSURANCE DEDUCTIONS

**Medical**

**GreatWest**
| Tier                   | ** ** | **Employee Cost** | ** ** |
|------------------------|------------|-------------------|------------|
| Employee Only          |       | $29.13 per week   |       |
| Employee and dependent |       | $62.08 per week   |       |
| Employee and family    |       | $83.15 per week   |       |

 

**Assurant Dental**
| Tier                   | ** ** | **Employee Cost** | ** ** |
|------------------------|------------|-------------------|------------|
| Employee Only          |       | $6.52 per week    |       |
| Employee and dependent |       | $12.77 per week   |       |
| Employee and family    |       | $17.38 per week   |       |

 

**Safeguard Dental**
| Tier                    | ** ** | **Employee Cost** | ** ** |
|-------------------------|------------|-------------------|------------|
| Employee Only           |       | $6.82 per week    |       |
| Employee and  dependent |       | $13.63 per week   |       |
| Employee and  family    |       | $19.42 per week   |       |

 

**Disability**
| **Short Term Disability** |   | $4.04 per week |
|---------------------------|--------|----------------|

 

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**APPENDIX C**

##### ***GENERAL ABSENTEEPOLICY IEC-TX***

We realize that acertain amount of absenteeism may occur. There can be occasions where sickness and emergency will arise.  The design of the following program allowsfor such occurrences and yet provides a means to take positive disciplinaryaction when an employee’s absentee record becomes excessive.

Any day anemployee is going to be late or absent from work, he is required to call hissupervisor 30 minutes prior to the start of their shift.  An early notification of their lateness orabsence is essential in scheduling the workload in their department andreassigning some of their duties to others if necessary.

The telephonenumber at International Extrusion Corp. - TX is (972) 937-7032.  If no answer, employee must call back in10-minute intervals.

All call-ins must be made to theSupervisor of the department where the employee is assigned.  Each Supervisor’s extension number will beactivated with voice mail.  If thesupervisor does not answer, the employee should leave the followinginformation, their name (clearly), the day in which they will be late and/orabsent, the reason for the tardy or absence. If the employee is going to be later or absent longer than originallystated, they are required to call and advise the HR department of thechange.  The above applies to allemployees.

Each time an employee fails to report forwork as scheduled (regular hours and/or mandatory overtime hours); such absencewill be considered an occurrence of absence unless excused for one of thereasons listed below.  An absence thatoccurs on consecutive days for the same reason will be counted as one (1)occurrence.

Absence due to anyof the following verifiable reasons will not be counted as an occurrence.

a.             Vacationsand holidays.

b.             Industrial injuries and approved leaves ofabsence in accordance with the Family Leave Act.

c.             Militaryleave, funeral leave, jury duty and approved union business.

The intent of sickpay is to allow employees the benefit of pay while sick.  Sick days or partial days due to unplannedillnesses and time away from work for pre-planned medical or dentalappointments will not be assessed (an occurrence) as long as the employee usesearned sick time available in the current year.

Any unapprovedabsence will result in an occurrence. All occurrences will be recorded on a twelve (12) month rollingperiod.  Therefore, each occurrence willbe removed twelve (12) months from the date of the occurrence.  The fifth (5th) occurrence will result indisciplinary action.

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**Occurrencesare determined by the following criteria:**

| Circumstances                  | ** ** | **Occurrences Charges** | ** ** |
|--------------------------------|------------|-------------------------|------------|
| Absent (called in)             |       | 1                       |       |
| Tardy (up to 4 hrs)            |       | 5                       |       |
| Tardy (over 4 hrs)             |       | 1                       |       |
| Leave Early (up to 4  hrs)     |       | .5                      |       |
| Leave Early (less than  4 hrs) |       | 1                       |       |
| No Show – No Call         |       | 2.5                     |       |

 

**ProgressiveDisciplinary Procedure:**

| Occurrences | ** ** | **Disciplinary Action** | ** ** |
|-------------|------------|-------------------------|------------|
| 1 to 4      |       | No Action               |       |
| 5           |       | Verbal Warning          |       |
| 6           |       | Written Warning         |       |
| 7           |       | 1–Day Suspension   |       |
| 8           |       | 3–Day Suspension   |       |
| 9           |       | 5–Day Suspension   |       |
| 10          |       | Possible Termination    |       |

 

An employee who isabsent for three (3) consecutive working days for unexcused absence (by way ofexample, but not limited to, incarceration) or without notifying the company,will be dropped from the payroll as a voluntary quit, subject to showing justcause through the grievance and arbitration procedure.

Any combination ofabsences, late arrivals, or early dismissals totaling three (3) occurrenceswithin the first ninety (90) days of employment is considered cause fortermination.  Therefore, the firstoccurrence will result in verbal warning, the second occurrence will result ina written warning and the third occurrence will result in termination.

# **Amendment to General Absentee Policy**

Thenewly negotiated General Absentee Policy (Policy) will become effective thedate the contract is executed by the Parties.

##### *Implementationof this Policy will be administered by using the employee’s current status inthe Absenteeism section of the current policy, if any, in the disciplinarysteps as their status under this new Policy, effective the date the contract isexecuted by the parties.  Anydisciplinary step previously accumulated under the Tardiness section of theprevious policy will be eliminated.*

##### *Forexample:  An employee at a verbal warningfor excessive Absenteeism and a written warning for excessive Tardiness wouldremain at a verbal warning under the newly negotiated Policy until suchtime that they have another occurrence.*

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***APPENDIX1***

**HOURLY WAGE SCHEDULE**

 
| **JOB**    | ** ** | ** **                                                                                                                                           | ** ** | ** **  | ** ** | ** **  | ** ** | ** **  | ** ** |
|------------|------------|------------------------------------------------------------------------------------------------------------------------------------------------------|------------|-------------|------------|-------------|------------|-------------|------------|
| **NUMBER** | ** ** | **TITLE**                                                                                                                                            | ** ** | **3/27/06** | ** ** | **3/26/07** | ** ** | **3/24/08** | ** ** |
|       |       |                                                                                                                                                 |       |        |       |        |       |        |       |
| GRADE 6    |       |                                                                                                                                                 |       | $           | 9.04       |        | $          | 9.32        |       | $ | 9.62 |   |
| 22         |       | Material Handler                                                                                                                                     |       |        |       |        |       |        |       |
| 26         |       | Janitor                                                                                                                                              |       |        |       |        |       |        |       |
| 45         |       | Ticket Writer                                                                                                                                        |       |        |       |        |       |        |       |
|       |       |                                                                                                                                                 |       |        |       |        |       |        |       |
| GRADE 5    |       |                                                                                                                                                 |       | $           | 10.07      |        | $          | 10.39       |       | $ | 10.73 |   |
| 29         |       | Die Runner                                                                                                                                           |       |        |       |        |       |        |       |
|       |       |                                                                                                                                                 |       |        |       |        |       |        |       |
| GRADE 4    |       |                                                                                                                                                 |       | $           | 11.11      |        | $          | 11.46       |       | $ | 11.83 |   |
| 12         |       | Assistant Painter                                                                                                                                    |       |        |       |        |       |        |       |
| 33         |       | Head Stretcher                                                                                                                                       |       |        |       |        |       |        |       |
| 64         |       | Fabricator                                                                                                                                           |       |        |       |        |       |        |       |
| 40         |       | Lift Truck Operator                                                                                                                                  |       |        |       |        |       |        |       |
| 42         |       | Maintenance B/Helper                                                                                                                                 |       |        |       |        |       |        |       |
| 49         |       | Shipping/Receiving Clerk                                                                                                                             |       |        |       |        |       |        |       |
| 50         |       | Saw Operator                                                                                                                                         |       |        |       |        |       |        |       |
| 10         |       | Die Repair Trainee                                                                                                                                   |       |        |       |        |       |        |       |
| 44         |       | Anodizing Welder                                                                                                                                     |       |        |       |        |       |        |       |
|       |       |                                                                                                                                                 |       |        |       |        |       |        |       |
| GRADE 3    |       |                                                                                                                                                 |       | $           | 12.02      |        | $          | 12.40       |       | $ | 12.80 |   |
| 13         |       | Die Header                                                                                                                                           |       |        |       |        |       |        |       |
| 51         |       | Water Trmt. Opr./CRU                                                                                                                                 |       |        |       |        |       |        |       |
| 93         |       | Crane Operator                                                                                                                                       |       |        |       |        |       |        |       |
| 98         |       | Lab Technician                                                                                                                                       |       |        |       |        |       |        |       |
|       |       |                                                                                                                                                 |       |        |       |        |       |        |       |
| GRADE 2    |       |                                                                                                                                                 |       | $           | 12.72      |        | $          | 13.13       |       | $ | 13.55 |   |
| 28         |       | Painter                                                                                                                                              |       |        |       |        |       |        |       |
| 68         |       | Press Operator                                                                                                                                       |       |        |       |        |       |        |       |
| 99         |       | Q.C. Operator                                                                                                                                        |       |        |       |        |       |        |       |
|       |       |                                                                                                                                                 |       |        |       |        |       |        |       |
| GRADE 1    |       |                                                                                                                                                 |       | $           | 14.42      |        | $          | 14.88       |       | $ | 15.36 |   |
| 97         |       | Journeyman Die Repair                                                                                                                                |       |        |       |        |       |        |       |
| 90         |       | Journeyman Maintenance                                                                                                                               |       |        |       |        |       |        |       |
| 95         |       | Extrusion Welder                                                                                                                                     |       |        |       |        |       |        |       |
|       |       |                                                                                                                                                 |       |        |       |        |       |        |       |
| 9-XX       |       | Crew Leader: To receive a rate of seventy-five cents  ($0.75) per hour higher than the highest classification listed above, staffed  and supervised. |       |

 

Longevity Pay:

Effective March 30, 2003 the followingcents per hour will be paid for all hours worked by employees in the categoriesnoted, in addition to the employee’s regular rate of pay:

  Employees with hire dates between 4/01/2001 through 3/31/1993   =   $..01 cents per hour 

  Employees with hire dates between 4/01/1993 through 3/31/1987   =  $  02 cents per hour

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   Employees hired prior to 3/31/1987                                                   =   $  03cents per hour

Newly Hired Employees:

New employees shall not be hired at arate less than seven dollars ($7.00) per hour.

Effective the first Monday after thecompletion of the sixty (60) day probationary period, a new employee willreceive a twenty-two cents ($0.22) per hour increase and shall continue toreceive a twenty-two cents ($0.22) per hour increase on the first Monday ofeach month following the completion of their probationary period until theyreach the proper rate of pay for their classification.  The cents per hour stated herein are to beconsidered minimum payable in the time frame and the employee must work or bepaid for a minimum of one hundred and twenty (120) hours in the month toqualify for the increase.

Newly Awarded Job Bids:

An employee who isawarded a new job in a higher classification and is below the Contract rateshall receive a thirty cents ($0.30) per hour increase when they are moved tothe new job and will continue to receive a twenty-five cents ($0.25) per hourincrease on the first Monday of each month until they reach the proper rate ofpay for their classification.  The centsper hour stated herein are to be considered minimum payable in the time frameand the employee must work or be paid for a minimum of one hundred and twenty(120) hours in the month to qualify for the increase.

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##### ***APPENDIX 2***

###### **TOOL & DIE AND MAINTENANCE DEPARTMENTS**

In order to provide for additional growthopportunities and to provide for attracting and retaining qualified employees,the following positions will be established within the Tool & DieDepartment and the Maintenance Department. Any promotion to these positions will be made after the individualfulfills the requirements stipulated for the particular position.  The determination of having fulfilled therequirements would be done at the sole discretion of the Company.
|         | ** ** | ** **                          | ** ** | **3/27/06**                                       | ** ** | **3/26/05** | ** ** | **3/24/08** | ** ** |
|---------|------------|-------------------------------------|------------|---------------------------------------------------|------------|-------------|------------|-------------|------------|
| GRADE A |       |                                |       | $        16.03 |       | $           | 16.55      |        | $          | 17.07 |   |
| 97      |       | Journeyman Die Repair “A” |       |                                              |       |        |       |        |       |
| 90      |       | Journeyman Maintenance (Certified)  |       |                                              |       |        |       |        |       |
|    |       |                                |       |                                              |       |        |       |        |       |
| GRADE X |       |                                |       | $        17.47 |       | $           | 18.03      |        | $          | 18.61 |   |
|    |       |                                |       |                                              |       |        |       |        |       |
| 97      |       | Master Die Repair Technician        |       |                                              |       |        |       |        |       |
| 90      |       | Master Maintenance Technician       |       |                                              |       |        |       |        |       |

 

Employeesclassified as Die Repair Trainee as a minimum will receive the following:
| Months in                       | ** ** | **% Of Die**    | ** ** | **Actual Rate** | ** ** |
|---------------------------------|------------|-----------------|------------|-----------------|------------|
| **Classification**              | ** ** | **Repair Rate** | ** ** | **3/26/00**     | ** ** | **3/25/01** | ** ** | **3/24/02** | ** ** |
|  0 –  12  months |       |            |       | $10.35          |       | $10.54 |   | $10.73 |   |
| 13 – 24 months             |       | 85              | %          | $11.55          |       | $11.74 |   | $11.93 |   |
| 12 – 36 months             |       | 90              | %          | $12.21          |       | $12.40 |   | $12.59 |   |
| 37 – 48 months             |       | 95              | %          | $12.88          |       | $13.07 |   | $13.26 |   |
| 49 months or  more              |       | 100             | %          | $13.55          |       | $13.74 |   | $13.93 |   |

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##### ***APPENDIX 3***

###### **IMPLEMENTATION OF GENERAL WAGE INCREASE**

| FIRST YEAR |   | (3/27/06 – 3/25/07) |
|------------|--------|--------------------------|

 

The hourly rates listed in Appendix 1shall be the rates of pay for each job and for each employee working in thelisted job classification unless otherwise provided for in this Agreement.

Additionally, all active, full-timeemployees employed as of the date this contract is signed by the Parties (Unionand Company) will be paid a one-time lump sum payment of $135.00.
| SECOND YEAR |   | (3/26/07 – 3/23/08) |
|-------------|--------|--------------------------|

 

The hourly rates listed in Appendix 1shall be the rates of pay for each job and for each employee working in thelisted job classification unless otherwise provided for in this Agreement.
| THIRD YEAR |   | (3/24/08 – 3/22/09) |
|------------|--------|--------------------------|

 

The hourly rates listed in Appendix 1shall be the rates of pay for each job and for each employee working in thelisted job classification unless otherwise provided for in this Agreement.

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**GENERAL WORK RULES ANDREGULATIONS**

In any plant where peoplework together, there are certain rules of conduct, which must be in effect tooperate in an orderly and efficient manner. It is important that everyone treat others with consideration andrespect.  We want this to be a good placeto work.  Therefore, so that there may beno misunderstanding about satisfactory conduct, we have adopted the followinggeneral work rules and regulations.  Anyadditions or revisions to these general work rules and regulations will beposted on your local plant bulletin boards.

The purpose of our workrules is not to restrict the rights of anyone, but to protect and define therights of all employees.  We are sure thatthe observance of these rules will lead to a better understanding andrelationship among all employees.

The penalties for ruleviolations range from verbal warning to discharge, according to thecircumstances involved.  Normally, theform of discipline will follow the pattern outlined in each of the followinggroups.  However, each case will beevaluated according to the individual circumstances involved and the type ofdiscipline administered may vary from that listed in each group based on theseriousness of the offense.

Also, warnings fordifferent offenses, within the same or different groups, may be combined todetermine the type of discipline administered.

Such violations include,but are not necessarily limited to the following:

**GROUP “A”**
|        | 1st  Offense |   | Verbal Warning       |
|--------|------------------------|--------|----------------------|
|   | 2nd Offense       |   | Written Warning      |
|   | 3rd Offense       |   | Disciplinary Layoff  |
|   | 4th Offense       |   | Subject to Discharge |

 

1.)  Failure toreport tardiness or absence in the proper manner.

2.)  Excessivetardiness or absence.

3.)  Wasting time, loitering or leaving yourimmediate work area during working hours without permission from yoursupervisor.

4.)  Unauthorized stopping of work or makingpreparations to leave work (such as washing up or changing clothes) before thesignal sounds for lunch period or before the specified quitting time.

5.)  Posting of notices or other writtenmaterial on Company property without prior written approval of the Companyand/or circulating or distributing written materials of any type which disturbsemployees during working time is strictly prohibited.  Non-working time includes time before andafter work, break periods and lunch periods, or other specified periods, ifany, during the work day when employees are not engaging in performing their worktasks.

6.)  Creating or contributing to unsanitaryconditions.

7.)  Careless or inefficient performance ofduties, including failure to maintain proper standards of workmanship orproductivity.

8.)  Failure to observe parking and trafficrules on Company property.

9.)  Failure to report an industrialaccident immediately.

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**GROUP “B”**
|        | 1st Offense |   | Written Warning      |
|--------|------------------|--------|----------------------|
|   | 2nd Offense |   | Disciplinary Layoff  |
|   | 3rd Offense |   | Subject to Discharge |

 

1.)            Engagingin horseplay, scuffling, throwing things, practical jokes or gambling onCompany premises.

2.)            Frequentgarnishments or assignment of wages for more than one indebtedness.

3.)            Failureto observe safety rules and procedures or an unsatisfactory accident record.

4.)            UsingCompany machinery, tools and equipment or Company material for personal usewithout proper authorization.

5.)            Performingother than Company work during working hours.

6.)            Offeringand/or accepting a ride on a forklift or Company vehicle.

**GROUP “C”**
|        | 1st Offense |   | Disciplinary Layoff  |   |
|--------|------------------|--------|----------------------|--------|
|   |             |   | or                   |   |
|   |             |   | Subject To Discharge |   |

 

1.)            Threatening,intimidating or coercing fellow employees or supervision at any time.

2.)            Falsificationof personnel or other work records.

3.)            Knowinglyringing the clock card for another employee or permitting another employee toring your card.

4.)            Anyact of defacement (including graffiti) of Company property.

5.)            Engagingin any conduct, verbal or otherwise, that would result in any form of sexualharassment.

**GROUP “D”**
|  | 1st Offense |   | Subject to Discharge |
|--|------------------|--------|----------------------|

 

1.)            Insubordination,failure or refusal to perform assigned work.

2.)            Possession,drinking, using or being under the influence of alcohol or drugs on Companyproperty at any time.

3.)            Sleepingon the job during working hours.

4.)            Improperconduct on Company premises, including, but not limited to fighting, immoralconduct or indecency.

5.)            Knowinglyrestricting output.

6.)            Unauthorizedpossession of weapons or explosives, including firearms, on Company premises,at any time.

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7.)            Theftor removal of Company property, including scrap, without proper authorization.

8.)            Willfulor careless damage of Company property, or to the property of another employee.

9.)            Leavingthe plant during working hours without permission of your supervisor(considered a voluntary quit).

10.)          Unreportedor unexcused absence of three (3) consecutive working days (considered avoluntary quit).

Warning noticesshall not be considered in an employee’s record after one (1) year from the dateof issuance, if no further related offenses have occurred during that time.

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